All Blog Posts Tagged 'Building' - RecruitingBlogs2018-02-18T04:52:12Zhttp://www.recruitingblogs.com/profiles/blog/feed?tag=Building&xn_auth=noMake the Pitch: The Keys to Crafting an Effective Presentationtag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20610372018-02-16T21:14:52.000ZRick Girardhttp://www.recruitingblogs.com/profile/RickGirard33
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<div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>Ineffective communicators can bore and disengage an audience in a matter of seconds. With a litany of…</span></div>
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<div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>Ineffective communicators can bore and disengage an audience in a matter of seconds. With a litany of outdated methods, nervous tics or over-technical jargon, people will just stop caring about what you have to say. In an age where everything from interviews to VC pitches involves presentation, effective communication is a vital skill that could determine the longevity of your company.</span></div>
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<div class="blog-post-title-font"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><strong>Why is communication important?</strong></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>Frankly, because people will stop listening. Today’s world has thousands of competing beeps, buzzers, people and videos vying for our attention, which has been reduced to shorter than that of the average</span> <a target="_blank" rel="noopener noreferrer" class="_38Ip6 blog-link-hashtag-color" href="http://time.com/3858309/attention-spans-goldfish/"><span>goldfish</span></a><span>. Trail off too long and people will doze off, start thinking about dinner or judge the quality of your shoes. If you can’t engage an audiences’ focus and emotions, the brain shuts off. People need stimulation, and effective communication techniques stimulate the mind so that your message is heard and influencing.</span></div>
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<div class="blog-post-title-font"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><strong>Effective communication starts with listening</strong></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>We have two ears and one mouth for a reason:</span> <a target="_blank" rel="noopener noreferrer" class="_38Ip6 blog-link-hashtag-color" href="https://www.psychologytoday.com/blog/beyond-words/201109/is-nonverbal-communication-numbers-game"><span>93%</span></a> <span>of communication is nonverbal, which means everything from the way you stand to the pitch of your voice plays a part in how you communicate. That means a silent audience is just as involved in the presentation as you are. Every presentation is a conversation, and your audience will tell you when they’re bored, when they’re engaged and when they want to laugh. If you don’t listen to these indicators and pay attention, the audience feels as though they don’t matter. Disengaged.</span></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>This stays true whether your audience is one person or 100 people. A presentation should be an intimate conversation where you're trying to speak to one person’s heart, mind, needs and desires. Two actors on stage listen to each other and react to each other's words in a way that’s genuine. You must say something, listen to the audience’s reaction, react to their reaction. Communication and presentation is a behavioral exchange that’s vital for communicating your message. Why? Because when you’re listening, you can charge your audience with an emotional energy that’ll make them remember your message better.</span></div>
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<div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><strong>Emotional instead of technical</strong></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>Many pitches, especially to VCs in raising capital, are technical in their nature. You want to explain all the science and technology and whatever so people understand the value proposition. However, this is no way to sell an idea. Speaker and trainer Stephanie Paul works with her c-suite clients to find the emotional drives in the story of their pitch. Not everyone understands life sciences, but everyone has emotions. When you speak to a wide audience and play to that emotional connection, you’re enticing your listeners into excitement.</span></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>Your goal in a 15-20 minute presentation should be to figure out how to charge up a bunch of investors to get as excited about your product as you are.</span></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>Emotional charging plays on a neuroscientific level by activating your audiences’</span> <a target="_blank" rel="noopener noreferrer" class="_38Ip6 blog-link-hashtag-color" href="https://www.researchgate.net/publication/305662722_Mirror_neurons_and_their_role_in_communication"><span>mirror neurons</span></a><span>. If you genuinely connect with them and convey a simple, repeatable and digestible message, they’ll observe your excitement and match their own to meet it. Have you ever been to a concert where you feel utterly thrilled by the energy of the performers? The same principle applies here. Entice your audience to get excited, ask questions and do due diligence about your ideas.</span></div>
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<div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><strong>The Part that Matters</strong></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>An audience will only remember 10% of your presentation. As such, a performance must have a clear, salient and bold message that’s driven home multiple times in varied ways. If you’re using slides, try images. Play music, employ humor, ask your audience questions. Humor, especially, is valuable in presentations: laughter is a shared sign of recognition of the human experience, and it encourages watchers to relax and be more receptive to your message.</span></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>Internalize your message: this will allow you to clearly communicate with your audience and not be inhibited by "ums" or pauses or nerves. Be respectful of your audience's time. If you have 15 minutes, you better prepare a speech that cuts off at 13 minutes, because you’re giving the audience time to react. Practice with a timer and clock yourself.</span></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>Finally, give your audience a gift. As TEDx’s brand message says, what is the diamond value you’re giving your audience that will make them deem you worth their time and attention? Talk to them, not at them, and keep them stimulated with emotion, engaging tactics and a clear, repeated message.</span></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><a target="_blank" rel="noopener noreferrer" class="_38Ip6 blog-link-hashtag-color" href="https://www.linkedin.com/in/stephaniepaulinc/"><span>Stephanie Paul</span></a> <span>is the Founder and CEO of</span> <a target="_blank" rel="noopener noreferrer" class="_38Ip6 blog-link-hashtag-color" href="http://www.stephaniepaul.net/"><span>Stephanie Paul, Inc.</span></a> <span>Stephanie has an expertise in Working with people who have a significant message that needs to be inspirationally transferred to a variety of audiences. Helping clients get away from "Selling" to Storytelling and turn facts and figures in to "Edutainment". All this with a professional, entertaining, funny and unique style of coaching. Her clients have FUN while being coached ultimately learning how to communicate on a deeper more connected and entertaining level. Bringing a new refreshing air to the culture of the traditional corporate "Bored Room".</span></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>From an international background as an actress and a comedienne, including producing and directing Stephanie Paul has combined her knowledge and experience with writing, acting, presentation and production for both on camera and the speakers stage, to bring the “Mastery of the Message” to her clients. Executive Producer and Co-Organizer of TEDx Mission Viejo 2016, Official TEDx Orange Coast Presentation &amp; Connection Coach 2014, 2015, and Official TEDx - Kish (Iran) Presentation &amp; Connection Coach April 2015/16.</span></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>Rick Girard is the Founder &amp; CEO of</span> <a target="_blank" rel="noopener noreferrer" class="_38Ip6 blog-link-hashtag-color" href="http://www.stridesearch.com/"><span>Stride Search</span></a><span>, an Orange County Recruiters and Consulting firm. Rick brings world-class leadership to firms across the nation to meet highly challenging business and talent acquisition objectives. With expertise in creative sourcing, consultative management and winning placement strategies, Rick Girard plants the hiring seeds for his partners’ success.</span></div>
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<div class="_1-RWK _2UVEf"><div class="public-DraftStyleDefault-block public-DraftStyleDefault-ltr"><span>While not running a School for Gifted Mutants as Professor X, Rick hosts</span> <a target="_blank" rel="noopener noreferrer" class="_38Ip6 blog-link-hashtag-color" href="http://hirepower.podbean.com/"><span>Hire Power Radio Show</span></a><span>, a weekly series on</span> <a target="_blank" rel="noopener noreferrer" class="xLDcl blog-link-hashtag-color" href="http://octalkradio.net/"><span>OCTalkRadio.net</span></a> <span>which serves as an entrepreneur’s resource to solve the most difficult hiring challenges. When not on the air, Rick regularly gives talks and writes valuable content for Hiring Managers and Job Seekers alike. His mission: elevate and sharpen the industry standards of exclusive professional search.</span></div>
</div>Things to Avoid While Hiringtag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20611002018-02-16T15:10:15.000ZSiddhant Saxenahttp://www.recruitingblogs.com/profile/SiddhantSaxena
<p><span>Setting up an organization is a really big thing to do. It takes up a lot of patience, time, money, and knowledge to set up something so big. But one must always keep it in mind to make sure that everything is going perfect. One small mistake, and everything can go for a toss. For this, one must make sure that the hiring process is done perfectly, as the employees are the ones that have a big hand in taking the organizations forward.</span></p>
<p><span>They must be chosen very smartly…</span></p>
<p><span>Setting up an organization is a really big thing to do. It takes up a lot of patience, time, money, and knowledge to set up something so big. But one must always keep it in mind to make sure that everything is going perfect. One small mistake, and everything can go for a toss. For this, one must make sure that the hiring process is done perfectly, as the employees are the ones that have a big hand in taking the organizations forward.</span></p>
<p><span>They must be chosen very smartly and by a very experienced person, as one mistake can harm the company in a big way. The experienced recruiters would have a clear idea about who is worth being in the organization and who is not, which would be beneficial for the company.</span></p>
<p><span>There are a few things that must be avoided while hiring, and they are mentioned below. This would eventually help the organizations to hire in a better way.</span></p>
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<li><span><strong><b>Not Taking the Opinion of The Present Team: </b></strong>This is something that should never be done. The present team must always know about the current hiring process, and they must always have the chance to put their opinions in front.</span></li>
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<p><span><strong><b> </b></strong></span></p>
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<li><span><strong><b>Doing All the Talking Yourself: </b></strong>The hiring process must never involve the recruiter talking the most. Applicants must also be given a fair chance to express themselves, as that would make the recruiter know the capabilities of the individual.</span></li>
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<p><span><strong><b> </b></strong></span></p>
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<li><span><strong><b>Avoiding Sharing the Mission &amp; Vision of The Company: </b></strong>The recruiter must always share the vision and mission of the organization with the applicant, as that would let them know as to what the company is actually expecting out of them.</span></li>
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<p><span><strong><b> </b></strong></span></p>
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<li><span><strong><b>Hiring at The End Moment: </b></strong>Every organization has a time period when they can hire people for the job vacancies. Hiring at the end moment would result in nothing else, but loss.</span></li>
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<div class="social-sharing ss-social-sharing"></div>Ways by Which Recruiters Can Attract More Talent Through Social Mediatag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20610982018-02-16T15:07:23.000ZSiddhant Saxenahttp://www.recruitingblogs.com/profile/SiddhantSaxena
<p><span>Social Media has become the hub for the recruiters to hire people for the organizations. As people nowadays are addicted to the social media, there is no other best platform for attracting more talent. Recruiting is not an easy task at all, and requires a lot of hard work of the recruiters.</span></p>
<p><span>There are a few ways by which the recruiters can attract more talent through the social media, that can help them hire the quality people. These people would be really…</span></p>
<p><span>Social Media has become the hub for the recruiters to hire people for the organizations. As people nowadays are addicted to the social media, there is no other best platform for attracting more talent. Recruiting is not an easy task at all, and requires a lot of hard work of the recruiters.</span></p>
<p><span>There are a few ways by which the recruiters can attract more talent through the social media, that can help them hire the quality people. These people would be really beneficial, and help the company compete with other organizations in a better way.</span></p>
<h3><span>A few of the ways are mentioned below:</span></h3>
<p> </p>
<p><span><strong><b>Write the Best Bio to Attract People</b></strong></span></p>
<p><span>The social media being the best way to attract talent, needs a lot of care. Everything that goes up there must be put up very carefully, as it would reach a lot of people at once. The one main thing that the organization must keep in mind, is to make sure that their bio is written perfectly. This is something that lets the people know about what the company really does, and what the expectations are from the people.</span></p>
<p><span><strong><b> </b></strong></span></p>
<p><span><strong><b>Figure Out the Target Audience</b></strong></span></p>
<p><span>Figuring out the target audience is something that is very important. May it be a fresher or a very experienced person, the organization must know about who the target audience </span>is,<span> so that the company can hire people the best way.</span></p>
<p><span><strong><b> </b></strong></span></p>
<p><span><strong><b>Post Attractive Pictures / Videos Regularly</b></strong></span></p>
<p><span>Keeping the social media handle of the organization active is a very central task. This shows that the company is active and is running well, and the people get attracted to it easily. This shows that the company is engaged with everyone, and works well.</span></p>
<p><span><strong><b> </b></strong></span></p>
<p><span><strong><b>Keep Sharing the Content</b></strong></span></p>
<p><span>Sharing the company’s content on various platforms builds a very good image in the viewer’s mind. This would attract them to be a part of the company, and the recruiters would be successful enough in spreading more information, and hire the best talent.</span></p>When Interviewing Candidates - What Is Your Go To Question?tag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20607772018-02-16T14:15:54.000ZAdvanced Recruiting Trendshttp://www.recruitingblogs.com/profile/AdvancedRecruitingTrends
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<div class="fusion-fullwidth fullwidth-box nonhundred-percent-fullwidth non-hundred-percent-height-scrolling"><div class="fusion-builder-row fusion-row"><div class="fusion-layout-column fusion_builder_column fusion_builder_column_1_1 fusion-one-full fusion-column-first fusion-column-last 1_1"><div class="fusion-column-wrapper"><div class="fusion-text"><p>Here’s something to consider: How would you respond if someone were to ask you, “Of all the questions that you pose to an active or prospective candidate, is there a single question to which you assign the greatest value?” Hi there, <a href="https://recruitertraining.com/about/leadership/" target="_blank" rel="noopener">Paul Siker</a> here with a quick thought about what I regard to be a really key aspect of any recruiter’s sales process.</p>
<p>In truth, maybe the best universal <a href="https://recruitertraining.com/" target="_blank" rel="noopener">recruiting</a> question is: Will you take this job?! Or, when can you start!? But, I’m really alluding to questions that happen in our initial dialogue. So, while you are considering this, I’ll share my “go to” question.</p>
<p>Back in the formative stages of my <a href="https://recruitertraining.com/" target="_blank" rel="noopener">recruiting</a> career, I attended a sales training program that really forced me to think about the recruiting sales cycle in ways that I hadn’t previously considered. You see, the sales program that I went through was really more oriented to selling traditional tangible products and services.</p>
<p>My sales <a href="https://recruitertraining.com/recruiter_training/" target="_blank" rel="noopener">class</a> was made up of about 20 people from an array of different professions- technology product firms, waste removal services, medical equipment manufacturers, and then there was me – the guy who was trying to get better at recruiting.</p>
<p>This was a long time ago and while the sales course I took didn’t focus on recruiting, the program was invaluable in that it provided a coherent selling framework, and forced me to consider ways in which I could adapt this framework to my particular sales process. It was, in many respects, a painful process, but I reminded myself – “No Pain, No Gain.” Having been in this profession for roughly 3 decades, I guess things have worked out okay.</p>
<p>The sales program I experienced covered lots of material to include call preparation and execution; features and benefits; qualifying and validating; overcoming objections and closing – all good things, mind you, but none particularly wed to the basic but essential task of building rapport.</p>
<p>So I began experimenting, and working on rapport building approaches that suited my style, but more importantly, that genuinely work.</p>
<p>To this day, my go to question of any candidate is: “What do you do for fun?” It’s usually one of the last questions that I’ll pose at the end of my introductory or screening call. It almost always elicits a laugh from candidates – clearly they weren’t expecting this question – but, the answers are always intriguing and provide a moment of raw genuineness – You see, It’s really hard to BS about interests and passions – they either exist or they don’t. So, I like to ask people about their hobbies, interests, passions, and non-work endeavors. I ask because it allows us to connect as people, not merely as recruiter and candidate. I ask because it gives me insights about the actual person that I’m considering for a job. I ask because it often yields a common thread between me and a candidate (kids, pets, sports, food, etc.). I ask because I want to create a recurring touch point that not only allows me to build a relationship with a candidate, but build a trusting relationship where we are both comfortable putting cards on the table. I ask because I genuinely enjoy hearing each person’s answers – people fascinate me.</p>
<p>Now, somewhere out there, someone is wagging a finger at their screen and saying….”No, No, No, Mr. Paul – HR 101 says that you are not supposed to ask questions that don’t specifically pertain to the job itself. To do so is unnecessarily inviting the potential for problems later when that candidate is opted out of the process and rejected. We live in an ever more litigious world where candidates can sue a company for anything.” Well, I respectfully say, “Poppycock!” While I agree that questions should predominantly be about a candidate’s skills and experience, in my book not learning about the person, not making a connection, not having a friendly dialogue about the candidate as an individual is a lost opportunity – to distinguish yourself and your firm in the eyes and ears of a talented candidate. And, if I’m a talented candidate, where do I want to work – at the company that was strictly business and totally uptight, or the company that was a bit more relaxed and that took an interest in me as a person. Pretty easy choice.</p>
<p>This is Paul Siker wishing you ongoing success.</p>
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<div class="fusion-meta-info"></div>What Is Your Generational IQ?tag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20607752018-02-16T14:09:01.000ZAdvanced Recruiting Trendshttp://www.recruitingblogs.com/profile/AdvancedRecruitingTrends
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<div class="fusion-fullwidth fullwidth-box nonhundred-percent-fullwidth non-hundred-percent-height-scrolling"><div class="fusion-builder-row fusion-row"><div class="fusion-layout-column fusion_builder_column fusion_builder_column_1_1 fusion-one-full fusion-column-first fusion-column-last 1_1"><div class="fusion-column-wrapper"><div class="fusion-text"><p>I’ve long argued that in terms of overall intelligence, individuals in the <a href="https://recruitertraining.com/" target="_blank" rel="noopener">recruiting and talent acquisition</a> domain make up one of the smartest subsets of professionals in the broader business arena. Now, I’m not necessarily talking about innate logical intelligence, which typically is associated with abilities relative to mathematics or formulating and proving hypothesizes or quantifying things. Nor am I specifically referencing any of the other 8 specific domains of intelligence, which include:</p>
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<li>Musical–rhythmic and harmonic</li>
<li>Visual–spatial</li>
<li>Verbal–linguistic</li>
<li>Bodily–kinesthetic</li>
<li>Existential – ability to tackle deep questions about life/existence</li>
<li>Interpersonal (knowing others and their motives)</li>
<li>Intrapersonal (knowing oneself)</li>
<li>Naturalistic</li>
<li>(Logical – mathematics).</li>
</ol>
<p>No, I would submit that recruiters possess a great deal of “g factor” or general intelligence that is a blend of different spheres of intelligence.</p>
<p>But, back to the title of this particular Blog, <a href="https://recruitertraining.com/whats-generational-iq/" target="_blank" rel="noopener">“What’s Your Generational IQ?”</a> You’ll get a chance to test your knowledge in a moment, but first let me state that in my estimation, a big part of effective recruiting is grounded in having a comprehensive understanding for the overall marketplace.</p>
<p>If you have any hope of deploying a thoughtful recruiting strategy, you better know your market, as well as any factors that might impact your ability to engage the talent base that aligns with your organization’s openings. This, of course, includes having some baseline appreciation for the generational cohorts that comprise an ever evolving workforce.</p>
<p>So, get yourself a pen and paper, and take the following super-short quiz to gauge your depth of knowledge regarding demographic and generational trends.</p>
<p>Consider the following questions – and no googling for answers, please!: So, let’s start out with an easy one –</p>
<p>Question 1: What’s the estimated population of the USA? (or, if you are Canadian: What’s the estimated population of Canada)?</p>
<p>Question 2: What Population Cohort comprises the largest percentage of participants in the workforce? (Choose One: Baby Boomer, Generation-X, Millennial, Generation Z)</p>
<p>Question 3: True or False: It’s estimated that 70,000 Baby Boomers will retire from the workforce every week for the next 700 Weeks?</p>
<p>Question 4: The percentage of 6 – 9 year olds (members of Generation Z) who have a mobile phone is presently estimated to be: (Choose One: 10%, 15%, 18%, 22%)?</p>
<p>Question 5: True or False: Research suggests that approximately 79% of Generation Z experiences emotional distress when kept away from mobile devices?</p>
<p>So, let’s see how you did.</p>
<p>Question 1: What is the current population of the US? And/or Canada? Well, it’s estimated that the USA has a population of roughly 323 Million people and that Canada has about 36 Million residents. And incidentally, the USA is now ranked as the world’s 3<sup>rd</sup><span> </span>most populous country, behind only China and India. For the purposes of this exercise, if you guessed anything over 300 Million for the USA or 30 Million for Canada, give yourself credit for having gotten the question right.</p>
<p>Question 2: What Population Cohort comprises the largest percentage of participants in the workforce? This one is interesting – prior to 2015, the correct answer would have been Baby Boomers, but in July 2015, according to Pew Research, Millennials became the generational cohort with the largest percentage of overall workforce participation. So, if you chose millennials, give yourself credit.</p>
<p>Question 3: It’s estimated that 70,000 Baby Boomers will retire from the workforce every week for the next 700 Weeks? This is absolutely true and somewhat staggering. It’s estimated that roughly 10,000 Baby Boomers are leaving the workforce on a daily basis. It will be interesting to see how this reality impacts a number of market sectors that are already facing a shortfall of available talent. So again, the answer here is true.</p>
<p>Question 4: The percentage of 6 – 9 year olds (members of Generation Z) who have a mobile phone is presently estimated to be: (Choose One: 10%, 15%, 18%, 22%)? If you guessed 22%, you are correct. And, by the way, members of Generation Z have never known a world without mobile phones.</p>
<p>Question 5: Research suggests that approximately 79% of Generation Z experiences emotional distress when kept away from mobile devices? If you guessed that this was true, you are correct. And incidentally, it’s estimated that the average member of Generation Z has an attention span of 8 seconds – both fascinating and a little unnerving.</p>
<p>So, how did you do? If you got all 5 questions right, take a screen shot of this gold star – you can print it out later and display it like a badge of honor.</p>
<p>If you got 4 out of 5, slap yourself on the back, you are officially better than average!</p>
<p>If you got 3 out of 5, don’t despair – I guarantee that there are people who did worse than you did!</p>
<p>If you got only 1 or 2 out of five – well, there’s always next time.</p>
<p>All kidding around aside, if nothing else, I hope that this post has served as food for thought. While the focus of this blog was simply to address some interesting demographic trends and statistics, in future posts I’ll explore what research now suggests about the work life preferences of each generational cohort, which are of great consequence to organizations trying to attract quality people.</p>
<p>Until next time, this is Paul Siker wishing you ongoing success.</p>
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</div>My Absolute Favorite Moment In Recruitingtag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20608862018-02-16T14:04:14.000ZAdvanced Recruiting Trendshttp://www.recruitingblogs.com/profile/AdvancedRecruitingTrends
<div class="fusion-fullwidth fullwidth-box nonhundred-percent-fullwidth non-hundred-percent-height-scrolling"><div class="fusion-builder-row fusion-row"><div class="fusion-layout-column fusion_builder_column fusion_builder_column_1_1 fusion-one-full fusion-column-first fusion-column-last 1_1"><div class="fusion-column-wrapper"><div class="fusion-video fusion-vimeo fusion-aligncenter"><div class="video-shortcode"><div class="fluid-width-video-wrapper"></div>
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<div class="fusion-fullwidth fullwidth-box nonhundred-percent-fullwidth non-hundred-percent-height-scrolling"><div class="fusion-builder-row fusion-row"><div class="fusion-layout-column fusion_builder_column fusion_builder_column_1_1 fusion-one-full fusion-column-first fusion-column-last 1_1"><div class="fusion-column-wrapper"><div class="fusion-text"><p>In speaking with a longstanding friend and <a href="https://recruitertraining.com/clients/" target="_blank" rel="noopener">client</a> recently, I was again reminded of the fact that I am regularly inspired by so many individuals within the <a href="https://recruitertraining.com/" target="_blank" rel="noopener">recruiting and talent acquisition</a> arena who I have been fortunate enough to meet and know over the course of my career.</p>
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<p>Jackie Connors of the <a href="http://www.theconnorsgroup.com/" target="_blank" rel="noopener">Connors Group</a> is someone I genuinely enjoy speaking with because she’s an incredible recruiter and, more importantly, a tremendous person. Despite her phenomenal success in recruiting over the years, Jackie is someone who’s always striving to sharpen the blade and who’s always working to get better – she is also a true student of the business. Blessed with an infectious laugh, Jackie has always struck me as the embodiment of someone who possesses a “glass is half full” outlook – pragmatic, yet eminently positive and hopeful – all really good things in recruiting, right?</p>
<p>So, as our conversation pivoted for the 10<sup>th</sup><span> </span>time, as it always does when we delve into the nuts and bolts of recruiting best practices, the following question surfaced:</p>
<p>What is your absolute favorite moment in the recruiting process?</p>
<p>Oddly, despite our many conversations over the years we hadn’t addressed this particular topic previously. Maybe even more ironic is that I’ve long known my favorite moment in the recruiting lifecycle – the moment, above all others, that I find to be most gratifying.</p>
<p>Now, if you haven’t previously contemplated this question, take a quick moment to consider it. Think about everything you do in your role as a recruiter. Think about the candidates you encounter, the interviews you sit through, the hiring managers with whom you interact, and all the steps associated with your recruiting process. Think about the people you really enjoy working with, and think about the people who annoy the hell out of you. Think about the unique activities in which you are involved – think about it all, and see if you can distill this blur of activity into one identifiable instance in your recruiting process that stands out as being more fulfilling than anything else. Now, write this down on a piece of paper: My favorite moment in recruiting is: _______________ Oh, and writing Friday at 5 PM as your answer doesn’t count!</p>
<p>I guarantee that some of you are answered with, “My favorite moment in recruiting is when I present an offer to a candidate, and get to hear them say, “Yes, I’m taking this job!” Or maybe you’re thinking that your favorite moment is telling a hiring manager that you just got an acceptance on a position that’s been open forever! Or maybe it’s getting favorable feedback on a candidate from an especially challenging hiring manager, giving you hope that maybe – just maybe this particular position will be filled. And, I’m sure that some of you are thinking that your favorite moment is the point at which you submit several well qualified candidates to an impressed hiring authority – You’ve got this thing handled, and they know it. Not a bad feeling. And maybe others simply find the opportunity to advocate for a specific candidate – that diamond in the rough – to be wholly satisfying (especially when that diamond in the rough gets the job and surpasses everyone’s expectations).</p>
<p>So, when my friend Jackie and I got into our discussion about this topic, I said, “I can absolutely pinpoint the one moment of the recruiting process that I find to be more gratifying than any other, and it’s<span> </span><u>NOT</u><span> </span>closing the deal. Jackie laughed out loud and said, “I think we may have the same favorite moment.” I went on and conveyed that my greatest joy in recruiting comes from cold calling an entirely passive candidate – someone that I’ve identified via research, never communicated with previously – called out of the blue, and presented with one exceptionally compelling story about an opportunity of a lifetime– digging in on their background, cultivating their interest, and then realizing that, in Jackie’s words, “I just found the guy or gal” who will win this position.</p>
<p>Jackie immediately confirmed that this too, was her “pinnacle” moment in the recruiting lifecycle – effectively taking nothing other than a few shreds of information about a specific person, initiating contact and engaging a talented professional in what subsequently becomes a life-changing dialogue. In short, turning nothing into something really significant.</p>
<p>And, sometimes after one of these connections, I honestly wonder if I’ve experienced divine intervention at work. So to this day, “finding THE RIGHT guy or gal” to use Jackie’s expression, remains among the most gratifying and fulfilling moments that I get to experience.</p>
<p>Whatever your favorite moments within the recruitment process may be, I hope that the balance of 2016 provides you with numerous opportunities to realize as many of them as possible!</p>
<p>This is Paul Siker, wishing you ongoing success.</p>
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</div>How Strong is Your Employer Branding?tag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20605402018-02-16T10:00:00.000ZISL Recruitmenthttp://www.recruitingblogs.com/profile/ISLRecruitment
<p><a href="https://islrecruitment.co.uk/resources/how-strong-is-your-employer-branding-2/" rel="noopener" target="_blank"><img class="align-center" src="http://api.ning.com:80/files/eo3VJHwdB2QM4hdI5-3l9DXgRUjKY3YFCdaJnBTqmKXMS*7wCCHlgNzV2ZS8q*y-wLKExwnv0hHFmJTBll1-0RaoTdcD8w3w/howstrongisyouremployerbranding.png?width=750" width="750"></img></a></p>
<p><strong>First things first, what does employer branding really mean?</strong></p>
<p>Employer brand is the term commonly used to describe an a company’s reputation as an employer, and its value proposition to its employees, as opposed to its more general corporate brand reputation and value proposition to customers.</p>
<p>According to the LinkedIn…</p>
<p><a href="https://islrecruitment.co.uk/resources/how-strong-is-your-employer-branding-2/" target="_blank" rel="noopener"><img src="http://api.ning.com:80/files/eo3VJHwdB2QM4hdI5-3l9DXgRUjKY3YFCdaJnBTqmKXMS*7wCCHlgNzV2ZS8q*y-wLKExwnv0hHFmJTBll1-0RaoTdcD8w3w/howstrongisyouremployerbranding.png?width=750" width="750" class="align-center"/></a></p>
<p><strong>First things first, what does employer branding really mean?</strong></p>
<p>Employer brand is the term commonly used to describe an a company’s reputation as an employer, and its value proposition to its employees, as opposed to its more general corporate brand reputation and value proposition to customers.</p>
<p>According to the LinkedIn Global Talent Trends 2017 report, if employers had unlimited budgets employer branding is the number one recruitment aspect they would invest in. 53% of employers agreed that this would be the case, with 80% agreeing that employer brand has a significant impact on their ability to hire great talent.</p>
<p>Employer branding is what makes one company stand out, but what do candidates want to see? The Linked in ‘Global Talent Trends’ reported that candidates most valued:</p>
<p>1) Culture &amp; values<br/>2) Perks &amp; benefits<br/>3) Mission &amp; vision</p>
<p>Take a look at your own employer branding. Is it reflective of your culture and values? Does it convey the ethos and feel of your business? Is it an accurate representation of life at your company?</p>
<p><strong>How can you measure these things?</strong></p>
<p>Employer branding is difficult to measure. Showing a direct correlation between a stronger candidate pipeline and branding efforts can be tricky.</p>
<p>The top three ways to measure your employee branding (according to the LinkedIn Global Talent Trends 2017) are:</p>
<ul>
<li>Traffic to your website’s careers page</li>
<li>A survey on current employees</li>
<li>Social media engagement</li>
</ul>
<p>One way we measure employer branding at ISL is through a hire survey. We survey all employees three months into their careers with us, in order to understand initial perceptions of our brand and business, based on touch points throughout the interview process.</p>
<p>The survey then explores whether their initial perceptions are aligned to the reality of working for us. How do the two stack up?</p>
<p>We recommend a recent hire survey as a great way to understand whether your employer branding is an accurate representation of life as an employee in your company.</p>
<p>Below is a template of our recent hire survey, which provides insight into the effectiveness of your employer branding and ideas on how to improve it.</p>
<h2>First Steps</h2>
<p>What motivated the employee to consider a role and how did they transfer those motivators into actions? What process did they go through and how did they start their research into new options?</p>
<ul>
<li>Why were you looking for a new role?</li>
<li>What were the first steps you took?</li>
<li>What were you looking for in your new role? What were your key priorities?</li>
<li>How did you decide which companies to speak with?</li>
<li>Which other companies did you compare explore?</li>
</ul>
<h2>Discovering</h2>
<p>Delve deeper into how your employee first came into contact with your brand and how they developed knowledge and created a perception of your company. Which tools did they use to research your company? Which gave them the best insight?</p>
<ul>
<li>How did you first come to hear about us?</li>
<li>What was your initial perception? What formed that perception?</li>
<li>How did we demonstrate we matched your priorities list?</li>
<li>What information stood out to you throughout your research?</li>
<li>How did you research us/ reference us? Which channels did you use?</li>
<li>What differentiated us from other companies you researched?</li>
<li>What did other companies do that stood out to you in your research?</li>
</ul>
<h2>Social Media</h2>
<p>Understand the effectiveness of your social media channels. How many employees looked at your social media to build a perception of your company culture? How useful was it to them? What part did it play in creating their initial perception of your culture?</p>
<ul>
<li>Did you look at our social media throughout the research/ interview process? If yes, which three words would you use to describe our company based on our social media accounts?</li>
<li>In your search for the right company, were there companies that had particularly engaging social media accounts? What was it that they did that you liked?</li>
<li>What do you think we could do more or less of from an internal recruitment marketing perspective?</li>
</ul>
<h2>Interview Process</h2>
<p>Track your employee’s journey from an interested candidate through to commitment to join. Once your employee was interested in your company, how did you transfer that interest through to buy-in and commitment? What particularly helped candidates gain insight into your company? What did they really value? What triggered their decision to join?</p>
<ul>
<li>What did you like about our interview process?</li>
<li>When throughout our process do you realise that we were the right company for you? What triggered it?</li>
<li>What did we do throughout the interview process that really helped you, and made the decision easier for you?</li>
<li>How did we demonstrate our values and bring our culture to life?</li>
<li>How did our interview differ from other interview processes? Was there anything that other companies did throughout their interview process that appealed to you or was particularly insightful?</li>
</ul>
<h2>The Present</h2>
<p>Now that your candidate has been successfully converted to a current employee, how does the reality of their role and their view of your business compare to their initial perception created throughout the research and interview phases? Was your employer branding from your adverts, social media, website and interview process an accurate representation?</p>
<ul>
<li>What do you think our KSPs are from an employee perspective?</li>
<li>Are we different from your previous company? If so, how?</li>
<li>Now you are here, what surprised or surprises you, based on how we described ourselves and the image we portrayed?</li>
<li>On a scale of 1-10 (1 being not at all, 10 being definitely) how closely do we align with our employer branding and the way we described our company through our marketing and the interview process?</li>
<li>Can you give an example to support your answer?</li>
<li>What could we do to further differentiate ourselves from our competitors? How would you then bring that to life to attract other people to us?</li>
</ul>
<p>Conducting a recent hire survey with each of your employees, either face-to-face or via an online survey provides a wealth of valuable insight into how your brand and company is being perceived by your target audience. We all have moments when we believe we know what people think, but do we really? Probably not. Ask them! Your employees are a reflection of your target audience, don’t second guess something as important as employer branding. Take the time to learn from your recent hires to understand whether your positioning of your company and culture is as effective as it could be!</p>
<p>If you found this blog helpful, you may be interested in reading our 2018 Essential Recruitment Planning Guide which covers routes to market, market research, on boarding tips, an ‘am i ready to recruit?’ survey and any more useful chapters! </p>
<p><span>This post originally appeared on the </span><a href="https://islrecruitment.co.uk/resources/how-strong-is-your-employer-branding-2/" target="_blank" rel="noopener">ISL Recruitment blog</a><span>. </span></p>How to let your personality shine through in your CVtag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20605352018-02-16T09:00:00.000ZISL Recruitmenthttp://www.recruitingblogs.com/profile/ISLRecruitment
<p><a href="https://islrecruitment.co.uk/resources/let-your-personality-shine-through-in-your-cv/" rel="noopener" target="_blank"><img class="align-center" src="http://api.ning.com:80/files/16hYW6isEiU1ewtsO7kgb*b*vuoeEANkLgeip0c8TYPQh*Fk8zuGctVS*PTgay6QTWFhDSer9u-OR3cfbO1NAAPuPGxJKI3D/personalityCV.png?width=750" width="750"></img></a></p>
<p>We want all of our candidates to excel both on paper and in person, so in this article we will be talking about something equally as important as your skills and experience when it comes to the screening process. Yes, your personality – nowadays companies are concentrating much more attention on the extent to which they feel a candidate will fit…</p>
<p><a href="https://islrecruitment.co.uk/resources/let-your-personality-shine-through-in-your-cv/" target="_blank" rel="noopener"><img src="http://api.ning.com:80/files/16hYW6isEiU1ewtsO7kgb*b*vuoeEANkLgeip0c8TYPQh*Fk8zuGctVS*PTgay6QTWFhDSer9u-OR3cfbO1NAAPuPGxJKI3D/personalityCV.png?width=750" width="750" class="align-center"/></a></p>
<p>We want all of our candidates to excel both on paper and in person, so in this article we will be talking about something equally as important as your skills and experience when it comes to the screening process. Yes, your personality – nowadays companies are concentrating much more attention on the extent to which they feel a candidate will fit into their culture. So if you’ve applied for a role and you know that your values match those of the company, we’re here to give you our top tips to make sure you show them this by helping you get your personality across both on paper and in interview.</p>
<p>Let’s start with the CV:</p>
<h3><strong>Don’t be a buzzword copycat</strong></h3>
<p>Like your career history, your personality is unique. Nobody has the same behavioural make-up as you, and yet so many CVs read just like job descriptions and give very little away when it comes to the person behind the piece of paper. Employers want to visualise you becoming part of their teams and will need to see the real person behind the skills and experience to do that.</p>
<p>We recommend that, although you must demonstrate you have the key competencies and skills an employer is looking for, try to write like a real person who has learned lessons and developed experience from them. Giving a brief story-like scenario for each example of your work experience is a wise idea.</p>
<h3><strong>Be yourself</strong></h3>
<p>Here’s the dilemma. You want your CV to stand out and yet at the same time, you – like many – are afraid of saying anything that might, well…stand you out? The trick is not to be outrageous, but rather, refreshing. Put yourselves in the shoes of your employer and try to include something that may spark an interesting conversation with them in an interview. Some examples may include a project you’ve worked on that is unique to you, or a learning experience you’ve had travelling on business with your company.</p>
<p><strong>Use the professional profile at the beginning of your CV</strong>.</p>
<p>This is the best section to immediately give employers a flavour for you as a person. Your experience will come across in later sections, use the profile to explain who you are and what you’re doing at the moment and then add in a bit about something you’ve recently read or a lecture you’ve watched that inspired you to do X, Y or Z. This will be a refreshing conversation starter and leave employers more inclined to get you in for an interview.</p>
<h3><strong>Find words that best describe your personal attributes</strong></h3>
<p>Don’t use the typical ‘good communicator’, ‘passionate’, ‘ambitious’ adjectives to describe yourself unless you really don’t have anything else to use. Interviewers see this every day – if you really want to stand out, better alternatives would be ‘excellent at turning a negative situation into a positive.’ You see? Conversation starter! Your interviewer will obviously then be inclined to ask you for an example of this, and in turn, will see that you are passionate enough about what you do that you will work hard to keep teams and colleagues thinking positively in challenging situations. Much more interesting!</p>
<p>Marketers like myself might say; “define your personal brand!” This isn’t merely conjuring up unsupportable statements, it means defining what makes you good at your job. Write these out as a rough list, using plain English, and add on an example of this in the workplace – and voila!</p>
<h3><strong>Feeling uncomfortable?</strong></h3>
<p>It can be difficult to write about yourself, the trick is to not guess about yourself – instead, ask people who you trust to give you a true answer on what you are really like. This isn’t asking your friends, ask people in the workplace who have experience with you as a professional. Ask them to exemplify their answers and this gives you some easy to use content to tailor your CV around your personal brand. What might be refreshing to include in a ‘stand-out CV’ could be a section titled ‘How people find working with me.’ You don’t see this a lot and this is a great way to give employers raw, first-hand peer knowledge of your work etiquette.</p>
<h3><strong>Take home thoughts:</strong></h3>
<ul>
<li><strong>Avoid clichés.</strong><span> </span>Anyone can say they have great ‘communication’ or ‘organisational’ skills on paper. This looks like wallpaper to recruiters. Don’t be wallpaper – be a feature wall, or a water fountain! Stand out and use evidence to back it up!</li>
<li><strong>Be bold in expressing your personal qualities</strong>. Give employers something original to work with.</li>
<li><strong>Use the profile uniquely.<span> </span></strong>A great space to kick-off your CV with a refreshing insight into your recent interest, current enjoyment of your role, and what you like about the company you’re applying for.</li>
<li><strong>Utilise the people around you.</strong><span> </span>Get trusted feedback from your colleagues to help you create original content that will spark conversation and can be well-evidenced.</li>
</ul>
<p><span>This post originally appeared on the </span><strong><a href="https://islrecruitment.co.uk/resources/let-your-personality-shine-through-in-your-cv/" target="_blank" rel="noopener">ISL Recruitment blog</a></strong><span><strong>.</strong> For more of our posts </span><a href="https://islrecruitment.co.uk/" target="_blank" rel="noopener">click here</a><span>.</span></p>Top 5 HR Conferences in 2018tag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20608682018-02-16T07:41:10.000ZRobin josephhttp://www.recruitingblogs.com/profile/Robinjoseph
<h1><a href="http://api.ning.com:80/files/LOLHcXBpSGWNk0idMYGbfPn0ejXwCAls3lbNiB4eU2Ao2gHKAA8BRmQHpzQsi36pxstRxfck-*UCpyjJCFj2k8l4SZQcaDEg/shutterstock_241755700736x600.jpg" target="_self"><img class="align-full" src="http://api.ning.com:80/files/LOLHcXBpSGWNk0idMYGbfPn0ejXwCAls3lbNiB4eU2Ao2gHKAA8BRmQHpzQsi36pxstRxfck-*UCpyjJCFj2k8l4SZQcaDEg/shutterstock_241755700736x600.jpg" width="736"></img></a></h1>
<p> </p>
<p>I know you already attend a lot of conferences on the HR resources previous year. This year too brings a lot of seminars on the same and going to better than ever before. Here I am going to list down the 5 top conferences will be going to happen this year on several topics…</p>
<h1><a href="http://api.ning.com:80/files/LOLHcXBpSGWNk0idMYGbfPn0ejXwCAls3lbNiB4eU2Ao2gHKAA8BRmQHpzQsi36pxstRxfck-*UCpyjJCFj2k8l4SZQcaDEg/shutterstock_241755700736x600.jpg" target="_self"><img src="http://api.ning.com:80/files/LOLHcXBpSGWNk0idMYGbfPn0ejXwCAls3lbNiB4eU2Ao2gHKAA8BRmQHpzQsi36pxstRxfck-*UCpyjJCFj2k8l4SZQcaDEg/shutterstock_241755700736x600.jpg" width="736" class="align-full"/></a></h1>
<p> </p>
<p>I know you already attend a lot of conferences on the HR resources previous year. This year too brings a lot of seminars on the same and going to better than ever before. Here I am going to list down the 5 top conferences will be going to happen this year on several topics including AI in recruiting, social media trends, women in HR technology etc.</p>
<ol>
<li><strong><a href="http://www.human-telligence.com/for-recruiters/">Humantelligence (5th March):</a></strong> Humantelligence offers world's smartest AI based HR recruiting software. The software is helping thousands of HR recruiters in analyzing applicants based on pre-assessment test and hiring the most talented candidates from the heap. It is going to conduct an online webinar on 5th March this year. HR managers from many big companies have already registered their seats for the same.</li>
</ol>
<p> </p>
<ol start="2">
<li><strong><a href="https://annual.shrm.org/">SHRM (June17-20)- Chicago:</a></strong> Perhaps one of the best place to connect with world best HR professionals. If you just started your career in HR and seeking jump in your career, well this is a conference you must attend. In this conference, keynote HR's from all over the world will speak on the latest trending HR topics.</li>
</ol>
<p> </p>
<ol start="3">
<li><strong><a href="http://www.hrtechconference.com/">HR Tech conference(11-14 September)- Las Vegas:</a></strong> The main aim of the conference is to discuss on several technical updates in the field of HR recruitment. The main focus will be on the role of AI in recruitment, and the role of women in HR. The conference will be held from 11-14 September this year.</li>
</ol>
<p> </p>
<ol start="4">
<li><strong><a href="http://www.hci.org/sta-conference/2018">Strategic Talent Acquisition Conference (June 5-7, Miami):</a></strong> The STAC aims to optimize the overall functions of talent acquisition as well as improve each segment of the recruiting process. this conference is mainly looking forward to find ways to improve TA process.</li>
</ol>
<p> </p>
<ol start="5">
<li><strong><a href="http://greenhouseopen.com/conference/2018">Greenhouse open Conference 2018 (April 2-4, New York City):</a></strong> The conference is going to head by over 1000 HR professionals from all over the globe under the guidance of Netflix's former CTO, Patty McCord. The big leader of brands like Dropbox, Airbnb, Johnson and Johnson etc will be the major attractions.</li>
</ol>
<p> </p>
<p> </p>William Almonte - Low-Cost Online Recruitmenttag:www.recruitingblogs.com,2018-02-16:502551:BlogPost:20607372018-02-16T04:52:17.000ZWilliam Almontehttp://www.recruitingblogs.com/profile/WilliamAlmonte
<p>Online recruitment, one of the most important practice of the use of method and specifically Web-based resources for obligations concerned with finding, attracting, assessing, interviewing and hiring new employees. The cause of e-recruitment is to make the processes involved greater green and effective, as well as an awful lot less expensive. Online recruitment can reach a bigger pool of capability personnel and facilitate the selection technique.…</p>
<p></p>
<p>Online recruitment, one of the most important practice of the use of method and specifically Web-based resources for obligations concerned with finding, attracting, assessing, interviewing and hiring new employees. The cause of e-recruitment is to make the processes involved greater green and effective, as well as an awful lot less expensive. Online recruitment can reach a bigger pool of capability personnel and facilitate the selection technique.</p>
<p><a href="http://www.williamalmonte.com/wp-content/uploads/2018/02/How-to-choose-a-training-agency-for-your-recruiters2.jpg"><img class="aligncenter wp-image-537" src="http://www.williamalmonte.com/wp-content/uploads/2018/02/How-to-choose-a-training-agency-for-your-recruiters2.jpg" alt="William Almonte" width="755" height="657"/></a></p>
<ol>
<li><strong>Extensive geographical reach</strong></li>
</ol>
<p>If an opening is posted online then for obvious reasons, it brings in a lot more people unanimously than it would have accumulated through personal calls.<span> </span><a href="http://www.williamalmonte.net/"><strong>William Almonte</strong> <strong>, Owner of Titan Staffing Systems</strong></a><span> </span>says that the job description put online gives you a clear picture of the type of job and requirement of the company and type of candidates the organization is looking for. Where as in traditional recruitment process, the requirement can be manipulated or misinterpreted by the person calling. The level of transparency is more as well as the approach is wide if you are hiring online.</p>
<ol start="2">
<li><strong>Pace or speed</strong></li>
</ol>
<p>As far as the posting is concerned, it takes seconds to put in your company’s requirement online. The interested candidates can even apply there and then. This takes very less time. The only time taken is on selecting the right profile and then calling the candidates personally. Now, you know why online staffing is preferred by more and more people nowadays. One can even go through a lot of openings at a time and apply to them. It saves time, energy and improves proficiency.</p>
<ol start="3">
<li><strong>Low Cost</strong></li>
</ol>
<p>If you specifically put your organization’s requirement in any job portal, they charge you minimal. Besides, there are free online portals as well where in you can post your company’s opening or even can post your skills and knowledge as a candidate who is free. Isn’t that amazing?</p>
<p>Staff recruitment online costs you very less where as its benefits can be incurred for a longer duration.</p>
<ol start="4">
<li><strong>Computerized Process</strong></li>
</ol>
<p>Yes, you read it right! There are portals that can even match up your organization’s requirement with the candidate’s profile and then send you the matched or best-suited profiles. Not only this, the pre-selection procedure can be entirely handled by them. This way you can save the time and then call upon the selected candidates directly within hours or even the same day.</p>
<p><a href="http://www.williamalmontemahwah.com/"><strong>William Almonte,</strong> <strong>CEO of titan staffing system</strong></a> says that many companies use this online recruitment and levering process to handle their widely spread organization throughout the nation or worldwide. The consistency level of firms is enhanced drastically through this technique.</p>
<ol start="5">
<li><strong>Communication with applicants</strong></li>
</ol>
<p>Operating or working online through emails, portals or any other similar technique is a new yet very useful way to handle your work. This not gives you the chance to directly interact with the candidates in a recruitment process but also, makes you available for multitasking at a time. This fast, straight and non- stop the process of online recruitment do wonder for your job and organization.</p>
<p>These all are the essentials benefits of low-cost online recruitment.</p>
<p><strong>William Almonte | William Almonte Mahwah, NJ, 22 – Push – Ups Challenge – Mahwah, NJ Patch </strong></p>
<p><iframe width="640" height="480" src="https://www.youtube.com/embed/_VoN83NsEDQ?feature=oembed&amp;wmode=opaque" frameborder="0" allowfullscreen=""></iframe>
</p>
<p> </p>Employee Turnover is a Big Problem. Here's The Big Solution.tag:www.recruitingblogs.com,2018-02-15:502551:BlogPost:20609292018-02-15T19:26:13.000ZJay Hinmanhttp://www.recruitingblogs.com/profile/JayHinman
<p><span><a href="http://api.ning.com:80/files/HuTZwIjQ4wwo3S9SVwT8OAH5Pg1KyhQanrk2m*a8GKOgeKMFPUXHP4n5dAKSPZmnS2MR0EI4RwsFXziWcJVQa3r--FwTln7R/AscendifyEmployeeRetention.jpg" target="_self"><img class="align-center" src="http://api.ning.com:80/files/HuTZwIjQ4wwo3S9SVwT8OAH5Pg1KyhQanrk2m*a8GKOgeKMFPUXHP4n5dAKSPZmnS2MR0EI4RwsFXziWcJVQa3r--FwTln7R/AscendifyEmployeeRetention.jpg?width=750" width="750"></img></a> Today’s workers have more choices and more leverage than arguably ever before. Several factors that, even when taken alone, shift immense power to employees, have combined to truly make it an employee’s market. The big ones:</span></p>
<ul>
<li><strong>The US unemployment rate…</strong></li>
</ul>
<p><span><a href="http://api.ning.com:80/files/HuTZwIjQ4wwo3S9SVwT8OAH5Pg1KyhQanrk2m*a8GKOgeKMFPUXHP4n5dAKSPZmnS2MR0EI4RwsFXziWcJVQa3r--FwTln7R/AscendifyEmployeeRetention.jpg" target="_self"><img src="http://api.ning.com:80/files/HuTZwIjQ4wwo3S9SVwT8OAH5Pg1KyhQanrk2m*a8GKOgeKMFPUXHP4n5dAKSPZmnS2MR0EI4RwsFXziWcJVQa3r--FwTln7R/AscendifyEmployeeRetention.jpg?width=750" width="750" class="align-center"/></a>Today’s workers have more choices and more leverage than arguably ever before. Several factors that, even when taken alone, shift immense power to employees, have combined to truly make it an employee’s market. The big ones:</span></p>
<ul>
<li><strong>The US unemployment rate has<span> </span></strong><a href="https://data.bls.gov/timeseries/LNS14000000"><strong>dropped steadily for nearly a decade</strong></a><strong><span> </span>and is currently 4.1%</strong><span>— plenty of jobs, plenty of need, plenty of options for job seekers (or anyone open to a new opportunity)</span></li>
<li><strong>Loyalty to employers is low.</strong><span> (while it’s a myth that millennials job hop more than previous generations, it’s still a completely valid concern — people do, have, and continue to frequently change jobs. An </span><a href="https://www.ere.net/millennial-draft/"><span>ERE Media article</span></a><span> citing Deloitte research on millennials explains, “...two-thirds of them expect to have a new job by 2020. If five years from now seems far-off for that prediction, consider that 25 percent plan on leaving their job in a year.”)</span></li>
<li><strong>Widespread internet connectivity</strong><span> has increased visibility into other open roles, enabled remote work options, and provided access to info and data — such as salary averages, competitors’ benefits packages and employee experience accounts from current employees themselves. These arm candidates with all kinds of intel and negotiation backup.</span></li>
</ul>
<p><span>Even the norms and expectations around how we think of “work” are changing, pushing people to seek alternative arrangements (more on that below). Unsurprisingly, this new reality has many HR and Talent Management teams scrambling to figure out how to hang on to top talent. Retention has now been cited as the top workforce management challenge for three consecutive years in the annual </span><a href="http://go.globoforce.com/rs/862-JIQ-698/images/SHRM2017_GloboforceEmployeeRecognitionReportFinal.pdf"><span>SHRM/Globoforce Employee Recognition Report</span></a><span>. In this year’s edition, 47% of surveyed HR professionals said it was their number one concern.</span></p>
<p><span>It’s a big problem, no doubt — but there’s a solution. The problem may even be similar to the solution. Let us explain.</span></p>
<h2><span>The Gig Economy is Partly to “Blame”…</span></h2>
<p><span>We’ve covered the gig economy and its impact on talent management in the enterprise extensively (see </span><a href="https://www.ascendify.com/resources/guides/enterprise-gig-economy/"><span>here</span></a><span>, </span><a href="http://www.thestaffingstream.com/2017/12/21/increasing-employee-retention-in-the-gig-economy/"><span>here</span></a><span>, and </span><a href="https://futureoftalent.org/totally-doable-provide-career-advice-growth-opportunities-employee/"><span>here</span></a><span>). That’s because the impact is significant. In a nutshell, the rise of the gig economy — specifically, the freedom, flexibility, choice, and opportunity to rapidly acquire experience and exposure it affords “gig workers” — has changed the expectations among workers across the board, including full-time employees. While </span><a href="https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2016/gig-economy-freelance-workforce.html"><span>many are choosing to go freelance</span></a><span>, the majority are simply seeking more of that variable, project-based work style that fuels the gig economy. Meaning: They’re job hopping.</span></p>
<p><span>Presently, that’s the only way to do it. If you want to be an employee, but you also want the opportunities to grow and advance like your gig-worker friends, you have to job hop. Hence, retention issues.</span></p>
<h2><span>…Yet The Gig Mindset Also Reveals the Solution</span></h2>
<p><span>Here’s the big idea: </span><a href="https://blog.ascendify.com/enterprise-talent-management-a-2-part-strategy-for-adjusting-to-the-gig-economy"><span>Offer your employees </span><i><span>internal “gigs.”</span></i></a><span> Let them, to the extent possible, work largely on a project basis (as opposed to a “role” basis, in which they perform the same set of tasks and assume the same set of responsibilities for months on end). Let them initiate their </span><i><span>own</span></i><span> projects. Let them join other teams across the organization, or self-assemble into their </span><i><span>own</span></i><span> teams. Let them function more like independent contractors, without ever having to leave the company.</span></p>
<p><span>Actually, don’t just “let” this all happen — encourage it. Support it. Restructure jobs, rethink career trajectories and rewrite company norms. Build a </span><a href="https://www.ascendify.com/talent-management-software/"><span>talent marketplace</span></a><span>, in which you make visible and available all the internal projects and problems folks could tackle. Go further — provide </span><a href="https://www.ascendify.com/talent-management-software/"><span>learning assets and leadership opportunities</span></a><span> to everyone. Provide career coaching. Make it all </span><a href="https://futureoftalent.org/totally-doable-provide-career-advice-growth-opportunities-employee/"><span>personalized to the individual</span></a><span>, and </span><a href="https://www.ascendify.com/talent-management-software/"><span>optimized based on data</span></a><span>.</span></p>
<p><strong>This is how we solve the retention problem</strong><span>. Employees are leaving because they’re seeking growth and advancement. This is how we give them what they’re seeking. This is how we keep good talent around.</span></p>
<p><span>It’ll take a good deal of work to make this happen in your company, sure. But you could start small, roll it out slowly, and make incremental changes. There are also, ahem, </span><a href="https://www.ascendify.com/intelligent-people-management/"><span>experts</span></a><span> that can help you figure out how to tackle it, and </span><a href="https://www.ascendify.com/talent-management-software/"><span>technology</span></a><span> that makes this approach even possible in large organizations and enterprises. Seems like a good idea to check those out; we’ll leave you to it!</span></p>5 Recruitment Marketing Tools to Help You Work Smarter, Not Hardertag:www.recruitingblogs.com,2018-02-15:502551:BlogPost:20607312018-02-15T19:00:00.000ZDeanna Breiterhttp://www.recruitingblogs.com/profile/DeannaBreiter
<p style="text-align: center;"><a href="http://api.ning.com:80/files/XOIzSd1ksfLpGqLrbQmjt6W*ECGtZFSdvRWRZoEtCmSlmTJ2SRGWtY65GKI5uMdpuWV5kbxkL7dxb-H2OzVGuMYLJCjAXiiw/RMtoolthumbnail.png" target="_self"><img src="http://api.ning.com:80/files/XOIzSd1ksfLpGqLrbQmjt6W*ECGtZFSdvRWRZoEtCmSlmTJ2SRGWtY65GKI5uMdpuWV5kbxkL7dxb-H2OzVGuMYLJCjAXiiw/RMtoolthumbnail.png" width="600"></img></a></p>
<p><a href="http://blog.gethappie.me/what-recruitment-marketing-is-why-it-matters" rel="noopener" target="_blank">Recruitment marketing</a> is an innovative approach to recruiting that utilizes traditional marketing tactics to appeal to candidates with the goal of converting…</p>
<p style="text-align: center;"><a href="http://api.ning.com:80/files/XOIzSd1ksfLpGqLrbQmjt6W*ECGtZFSdvRWRZoEtCmSlmTJ2SRGWtY65GKI5uMdpuWV5kbxkL7dxb-H2OzVGuMYLJCjAXiiw/RMtoolthumbnail.png" target="_self"><img src="http://api.ning.com:80/files/XOIzSd1ksfLpGqLrbQmjt6W*ECGtZFSdvRWRZoEtCmSlmTJ2SRGWtY65GKI5uMdpuWV5kbxkL7dxb-H2OzVGuMYLJCjAXiiw/RMtoolthumbnail.png" width="600"/></a></p>
<p><a href="http://blog.gethappie.me/what-recruitment-marketing-is-why-it-matters" target="_blank" rel="noopener">Recruitment marketing</a> is an innovative approach to recruiting that utilizes traditional marketing tactics to appeal to candidates with the goal of converting them into applicants, similar to how marketers work to convert prospects into leads. To accomplish this, talent acquisition professionals are beginning to find success in repurposing traditional marketing software into recruitment marketing tools to streamline the development of integrated recruiting campaigns and get them one step closer to their goals of generating demand and increasing engagement with their employer brand.</p>
<h2>Recruit Like a Pro with the Right Recruitment Marketing Tools</h2>
<p>From strategy and planning to targeted outreach and conversion optimization, recruitment marketing is not for the faint of heart and incorporating a specific set of recruitment marketing tools can give you a leg up against the competition. A big trend in marketing is the goal of working smarter, not harder and the same holds true for modern recruiting. Luckily, many of the tools designed to help marketers reach their goals can easily double as recruitment marketing tools and fit seamlessly into the foundation of any recruiting strategy.</p>
<p>Here are a few staples you should have in your recruitment marketing toolbox that can make the difference between a good campaign and a great one.</p>
<h2>Increase Alignment with a Good Project Management Tool</h2>
<p>In 2016, American business saw a<span> </span><a href="http://www.pmi.org/-/media/pmi/documents/public/pdf/learning/thought-leadership/pulse/pulse-of-the-profession-2016.pdf" target="_blank" rel="noopener">waste of $122 million for every $1 billion invested due to poor project performance</a>. As you begin to think about how to approach each new project, it’s important to set your team up to prevent such loss by making sure everyone involved is on the same page, with expectations and goals are clearly defined. For this reason, a project management tool should be a staple in any recruitment technology stack. These platforms make collaborating with your team members easier than ever by cutting out the inevitable confusion that comes with flipping through dozens of emails, spreadsheets or sticky notes.</p>
<p>Most built-in applicant tracking system (ATS) dashboards are typically pretty generic. The majority offer productivity tools that are more candidate-facing, like meeting schedulers or follow-up reminders, but rarely offer a full range of features to be used internally. A good project management tool will allow you to group tasks in a way that aligns best with you and your team and will empower you to meet your recruiting goals. You’ll also have the capability to assign specific tasks to specific people, encouraging ownership of different tasks and priorities and increasing productivity by giving the members of your team a clear picture of the tasks at hand. Having a designated tool that acts as a “home base” for your overall recruiting strategy and a repository for all project details, notes, assignments and progress will prevent anything from getting lost in translation.</p>
<p><span><strong>Our suggestions:</strong> </span></p>
<ul>
<li><a href="https://trello.com/" target="_blank" rel="noopener">Trello</a></li>
<li><a href="https://asana.com/" target="_blank" rel="noopener">Asana</a> </li>
<li><a href="http://basecamp.com/" target="_blank" rel="noopener">Basecamp</a></li>
</ul>
<h2>Widen Your Reach Across Candidate Databases </h2>
<p>For recruiting professionals, sourcing candidates is equivalent to the prospecting function of sales and marketing. Efficiently identifying your target candidates is key to a successful recruiting campaign, so if you have the option to use a more advanced recruiting tool as a way to make sourcing easier while getting better results, it ought to be a no-brainer.</p>
<p>It’s important to not put all your eggs in one basket when it comes to searching for talent. Diversifying the channels from which you source candidates will prevent you from churning through the same exact resumes time after time. Aside from the typical professional networking sites, consider association databases, trade publications and traditional social media.</p>
<p>It’s also important to make sure you’re using your sourcing tools to their full capacity so you can get a clear picture of your total talent universe. Look for tools with a diverse set of users, or at least one for each major bucket. For example, LinkedIn is a popular network for more corporate, white-collar professionals while candidates in more blue-collar professions are more often found on Careerbuilder. Once you have a good idea of the talent universe you’ll have access to, a tool with advanced filtering capabilities can help zone in a more precise type of candidate.</p>
<p><strong>Our suggestions</strong>:</p>
<ul>
<li><a href="http://business.linkedin.com/Recruiter" target="_blank" rel="noopener">Linkedin Recruiter</a> </li>
<li><a href="https://edge.careerbuilder.com/" target="_blank" rel="noopener">Careerbuilder Edge</a></li>
</ul>
<h2>Put Sourcing on Autopilot</h2>
<p>Sourcing the right candidates is crucial, but doing so manually can be an extremely tedious and time-consuming process. There are several tools out there to help you put your sourcing on autopilot, allowing you find candidates at an unparalleled speed and scale. Most tools work in conjunction with LinkedIn, but creating your own scraping system can be just as effective for alternative candidate databases.</p>
<p>As a bonus, most of these tools also compile the email addresses associated with each LinkedIn account. While in-app messaging works for some, most candidates may not continuously engage with the site they originally posted their resume on, especially if they’re not actively searching for new opportunities, so having that extra bit of information can make getting in touch that much easier.</p>
<p><strong>Our suggestions:</strong></p>
<ul>
<li><a href="https://hunter.io/chrome" target="_blank" rel="noopener">Hunter</a> </li>
<li><a href="https://dux-soup.com/" target="_blank" rel="noopener">Dux Soup</a></li>
<li><a href="https://www.parsehub.com/" target="_blank" rel="noopener">ParseHub</a></li>
</ul>
<h2>Automate Your Recruitment Marketing Outreach</h2>
<p>The secret sauce to any successful recruitment marketing operation is an effective outreach campaign. On one hand, recruiting can largely be a numbers game when it comes to filling more entry-level roles, which means the more reach you have among candidates, the more options you’ll have to fill the role. Alternatively, for more specific searches like C-level executives,<span> </span><a href="http://blog.gethappie.me/why-and-how-persona-profiles-should-inform-your-recruiting-strategy" target="_blank" rel="noopener">a more targeted approach </a>can be more practical.</p>
<p>Manually emailing candidates can be extremely time consuming, and the more candidates you have on your list, the easier it is to mix them up. These initial, higher-level touchpoints are also typically focused on giving candidates a general overview of your opportunity, which is often a matter of copying and pasting. Automating email outreach eliminates room for human error by giving you the ability to create and save separate sequences for each set of candidates and enroll them automatically, at scale, with the click of a button.</p>
<p>Similarly, as society has become increasingly mobile it’s become easier to reach someone via text than an actual phone call. If you’re experiencing low open rates with your emails and have access to candidate phone numbers, it might benefit you to<span> </span><a href="http://blog.gethappie.me/the-art-of-text-message-recruiting" target="_blank" rel="noopener">give SMS messaging a shot</a>. In fact,<span> </span><a href="https://www.recruiting.com/blog/textmessagingthenewemailforrecruiters" target="_blank" rel="noopener">text messaging is the preferred method of communication for candidates between the ages of 18-44</a>.</p>
<p>Implementing a recruitment marketing tool for automating candidate outreach can be extremely efficient, saving you the time to focus on more high-impact conversations further down the funnel, like screening and interviewing.</p>
<p><strong>Our suggestions:</strong></p>
<ul>
<li><a href="https://mailchimp.com/" target="_blank" rel="noopener">MailChimp</a> (email) </li>
<li><a href="http://outreach.io/" target="_blank" rel="noopener">Outreach</a> (email)</li>
<li><a href="https://frontapp.com/" target="_blank" rel="noopener">Front</a> (SMS &amp; email)</li>
</ul>
<h2>Drive Conversion with a Compelling Careers Page</h2>
<p>Landing pages help marketers convey their message in a consumable format, and include important information needed to help visitors make a decision and travel further down the funnel. By directing candidates to a<span> </span><a href="http://blog.gethappie.me/why-a-good-career-site-is-important-and-what-makes-one-great" target="_blank" rel="noopener">landing page</a>, you’re essentially giving them a one-stop shop for all things “your company”. Not only can the overall design and messaging act as a window into your company’s employment brand, but aligning the information on the page with that in your initial outreach gives candidates a cohesive look at the opportunity. Incorporating extra information like benefits, company values, or some insight into who they might be working with on a daily basis can really help foster engagement and drive them to further explore the role.</p>
<p><strong>Our suggestions:</strong></p>
<ul>
<li><a href="https://unbounce.com/" target="_blank" rel="noopener">Unbounce</a> <a href="https://instapage.com/"><br/></a></li>
<li><a href="https://instapage.com/" target="_blank" rel="noopener">Instapage</a></li>
<li><a href="https://www.leadpages.net/" target="_blank" rel="noopener">Leadpages</a></li>
</ul>
<p>Lucky for you,<span> </span><a href="http://bit.ly/2szNwXw" target="_blank" rel="noopener">Happie</a> does it all. By combining the most important recruitment marketing tools into one, easy-to-use service, Happie identifies and engages the best candidates for your role, letting you step in and take over the conversation when it matters the most.</p>
<p>There’s no one size fits all when it comes to the ultimate recruitment marketing toolbox. While the technology you choose to use ultimately comes down to your organization’s specific strategy and talent acquisition goals, we can all agree that increasing the efficiency of your recruiting efforts <span>by adding some new recruitment marketing tools into the mix </span>can go a long way.</p>
<p>See <a href="http://bit.ly/2o4bXrs" target="_blank" rel="noopener">the original post on the Happie blog</a>!</p>
<p></p>Capt. ‘Sully’ Sullenberger to Keynote Bullhorn’s Engage Boston 2018tag:www.recruitingblogs.com,2018-02-15:502551:BlogPost:20609222018-02-15T14:15:27.000ZSteve Vittoriosohttp://www.recruitingblogs.com/profile/SteveVittorioso
<p> <a href="http://api.ning.com:80/files/poj1KO1Vy7ixiUbhsleongZQlE6lOrey4sp5wlVSZw5GBpRnExpaofcH0R2YWHlBTfOekz5v*Ap-zVnrgFs6KioSzmKQCw4z/BullhornLogo.jpg" target="_self"><img class="align-full" src="http://api.ning.com:80/files/poj1KO1Vy7ixiUbhsleongZQlE6lOrey4sp5wlVSZw5GBpRnExpaofcH0R2YWHlBTfOekz5v*Ap-zVnrgFs6KioSzmKQCw4z/BullhornLogo.jpg?width=750" width="750"></img></a></p>
<p><strong><span>BOSTON—FEB. 15, 2018—</span></strong><span><a href="http://www.bullhorn.com/">Bullhorn®</a>, the cloud computing company that helps staffing and recruiting organizations transform their businesses, today announced that Capt. “Sully” Sullenberger, pilot, author, speaker, and safety advocate,…</span></p>
<p> <a href="http://api.ning.com:80/files/poj1KO1Vy7ixiUbhsleongZQlE6lOrey4sp5wlVSZw5GBpRnExpaofcH0R2YWHlBTfOekz5v*Ap-zVnrgFs6KioSzmKQCw4z/BullhornLogo.jpg" target="_self"><img src="http://api.ning.com:80/files/poj1KO1Vy7ixiUbhsleongZQlE6lOrey4sp5wlVSZw5GBpRnExpaofcH0R2YWHlBTfOekz5v*Ap-zVnrgFs6KioSzmKQCw4z/BullhornLogo.jpg?width=750" width="750" class="align-full"/></a></p>
<p><strong><span>BOSTON—FEB. 15, 2018—</span></strong><span><a href="http://www.bullhorn.com/">Bullhorn®</a>, the cloud computing company that helps staffing and recruiting organizations transform their businesses, today announced that Capt. “Sully” Sullenberger, pilot, author, speaker, and safety advocate, will deliver a keynote presentation at its <a href="http://engage.bullhorn.com/engage-boston-2018/?&amp;utm_source=pr&amp;utm_medium=pr&amp;utm_campaign=engage2018">Engage Boston 2018</a> conference taking place June 13-15 in Boston, Mass.</span></p>
<p><span>Named one of 2009’s 100 most influential people in the world by TIME magazine, Sullenberger is an international hero, propelled into the spotlight after safely guiding a US Airways jetliner to an emergency landing on the icy Hudson River. A consummate leader, Sullenberger shares timeless management principles — including his credo of “leadership by personal example” — and the lessons from his life which prepared him to handle the unprecedented crisis presented by the “Miracle on the Hudson.” A 50-year accomplished pilot, instructor, and aviation safety expert with more than 20,000 flight hours, he discusses with audiences how education, teamwork, preparation, and creating a culture of quality and safety can improve any organization.</span></p>
<p><span>Sullenberger’s Engage Boston 2018 keynote presentation will take place Thursday, June 14, and will share his stories of dedication, hope, and preparedness, revealing the important lessons that he learned through his life, his military service, and his work as an airline pilot. In this riveting presentation, he will share details from the 208 seconds that put his entire career on the line. He will remind attendees, even in the days of conflict, tragedy, and uncertainty, that they must still fight for their values and that preparedness can help them overcome challenges in life and business.</span></p>
<p><span>In addition to his keynote presentation, Sullenberger will sign copies of his books, “Making a Difference: Stories of Vision and Courage from America’s Leaders” and “Highest Duty: My Search for What Really Matters,” for Engage Boston 2018 attendees.</span></p>
<p><span>“We all think about how we would respond in a time of crisis, and so we’re excited to announce Capt. Sullenberger’s keynote at Engage, an inspiring story of leadership and resilience in a time of extreme challenge,” said Art Papas, Bullhorn’s founder and CEO. “As we all navigate through the changes in our industry, I am sure that Capt. Sullenberger’s story will resonate on a personal level with each of us as he speaks to success through preparedness.”</span></p>
<p><span>Engage Boston 2018 is Bullhorn’s annual industry conference that explores how to more effectively engage talent, leadership, and the future of staffing. Taking place Wednesday, June 13, through Friday, June 15, at The Sheraton Boston Hotel, Engage Boston 2018 is the only event that brings together recruitment leaders and practitioners for unparalleled industry insights and tactical Bullhorn product training.</span></p>
<p><span>For more information about Engage Boston 2018, and to register for it, please visit <a href="http://ow.ly/IoPN30ifkR5">http://ow.ly/IoPN30ifkR5</a>. Enter code SULLY to receive a $200 discount on registration.</span></p>
<p><strong><span>About Bullhorn</span></strong></p>
<p><span>Bullhorn is the global leader in CRM and operations software for the recruitment industry. More than 7,000 staffing companies rely on Bullhorn’s cloud-based platform to drive sales, build relationships, and power their recruitment processes from end to end. Headquartered in Boston, with offices around the world, Bullhorn is founder-led and employs more than 700 people globally. To learn more, visit <a href="http://www.bullhorn.com/">www.bullhorn.com</a> or follow @Bullhorn on <a href="http://www.twitter.com/bullhorn">Twitter</a>.</span></p>Which candidates are more money oriented? What do they prefer when considering a new job?tag:www.recruitingblogs.com,2018-02-15:502551:BlogPost:20608302018-02-15T09:00:00.000ZDaniela Berakovahttp://www.recruitingblogs.com/profile/DanielaBerakova
<p><a href="http://api.ning.com:80/files/rls3cnVyv0f3Gst8judtlxJjh22A4NnzqNN0RmMrFAhR-2QQzlPKOWgWujfV-hM6A7EjOo4v90wOMQYwM4OnwAX95JYYWf6s/office620822_1280.jpg" target="_self"><img class="align-full" src="http://api.ning.com:80/files/rls3cnVyv0f3Gst8judtlxJjh22A4NnzqNN0RmMrFAhR-2QQzlPKOWgWujfV-hM6A7EjOo4v90wOMQYwM4OnwAX95JYYWf6s/office620822_1280.jpg?width=750" width="750"></img></a> <span style="font-size: 14pt;">Changing job is still the most preferred strategy for employees seeking to increase income</span></p>
<p>Employees who feel underpaid are much more likely to look for a new, better-paid job as the most acceptable way to increase their income. This option is favoured by 65%,…</p>
<p><a href="http://api.ning.com:80/files/rls3cnVyv0f3Gst8judtlxJjh22A4NnzqNN0RmMrFAhR-2QQzlPKOWgWujfV-hM6A7EjOo4v90wOMQYwM4OnwAX95JYYWf6s/office620822_1280.jpg" target="_self"><img src="http://api.ning.com:80/files/rls3cnVyv0f3Gst8judtlxJjh22A4NnzqNN0RmMrFAhR-2QQzlPKOWgWujfV-hM6A7EjOo4v90wOMQYwM4OnwAX95JYYWf6s/office620822_1280.jpg?width=750" class="align-full" width="750"/></a><span style="font-size: 14pt;">Changing job is still the most preferred strategy for employees seeking to increase income</span></p>
<p>Employees who feel underpaid are much more likely to look for a new, better-paid job as the most acceptable way to increase their income. This option is favoured by 65%, i.e. the majority, of employees who regard their income as inadequate with regard to their job position. Other options, such as <b>initiating a pay discussion and negotiating a pay rise with their boss</b>, would be chosen by considerably fewer people - only 35% of underpaid employee.</p>
<p> </p>
<p><span style="font-size: 14pt;">A career change has to be worth it for an employee - especially financially</span></p>
<p>The most important criteria for employees when choosing a new job is clearly a <strong>better salary compared to what they currently earn.</strong> More money and financial benefits are the deciding factors for 63 per cent of employees when choosing between different jobs. A higher salary is the key criterion in up to three quarters of all cases involving those feeling underpaid.</p>
<p>These findings come from the latest international employee survey conducted by the <a href="https://www.paylab.com/"><b>Paylab.com</b></a> portal. The <a href="http://bit.ly/2o0fhUa" target="_blank" rel="noopener"><strong>Salary Satisfaction and Preferences</strong></a> survey was conducted in November and December 2017 over a sample of <b>41,321 respondents</b> in <b>10 European countries</b>. It is an integrated part of the <a href="http://bit.ly/2Ev6T9C" target="_blank" rel="noopener">Paylab Compensation Monitor</a>, which regularly monitors trends in remuneration and employee behaviour.</p>
<p><a href="http://api.ning.com:80/files/PPgWNy73hKjydDKmJfaESsKL8WmMj2vakhyAuDSYzEzie9TsZENLSZodW6WyHxd7dasy75TblbCLSPfQe700qhS5AAcNzLqT/Paylab_Whichemployeesaremoremoneyoriented.png" target="_self"><img src="http://api.ning.com:80/files/PPgWNy73hKjydDKmJfaESsKL8WmMj2vakhyAuDSYzEzie9TsZENLSZodW6WyHxd7dasy75TblbCLSPfQe700qhS5AAcNzLqT/Paylab_Whichemployeesaremoremoneyoriented.png?width=750" class="align-full" width="750"/></a></p>
<p>In summarising the results of the survey, these were the key questions for which employees placed the highest priority. Respondents reported these questions most often when choosing between multiple jobs. A career change has to be worth it for an employee - especially financially.</p>
<p><b>1. </b> <b>What's in it for me?</b></p>
<p><b>2. </b> <b>Is the work I am going to do stimulating enough for me?</b></p>
<p><b>3. </b> <b>What are my opportunities for self-realisation in a specific environment?</b></p>
<p></p>
<p>Many employees did report different areas they considered as the most important criteria when making these decisions. <strong>Better workplace relationships</strong> compared to those at their current place of employment were reported as key by three in ten employees. Women were a bit more responsive with respect to this specific criterion.<strong>Career growth</strong> and <strong>time flexibility</strong> were another important selection criterias. The second group of important questions when considering a job include:</p>
<p><b>4. </b> <b>Who will I work with and what type of workplace relationships are predominant?</b></p>
<p><b>5. </b> <b>What specific opportunities will I have for my own personal development and growth?</b></p>
<p><b>6. </b> <b>Will I have time for my family and personal interests outside of work?</b></p>
<p><b>Commuting distance</b> is an essential element for 18 per cent of respondents, and women once again were at a slightly higher rate (21 per cent of women, compared to 16 per cent of men). Around 5 per cent of employees make their decision based on the <strong>specific non-financial benefits</strong> offered by an employer. <b>An employer's brand and the prestige of working for the employer</b> are key for 5 per cent of people. Employer brand is of a bit higher concern among people in lower and middle management (7.3 %) and in top management (8.4 per cent). Less frequent questions asked by employee in the selection process include:</p>
<p><b>7. </b> <b>How long will my commute be?</b></p>
<p><b>8. </b> <b>What other non-financial benefits does the employer offer?</b></p>
<p><b>9. </b> <b>How prestigious is it to work for the employer's brand?</b></p>
<h3><span style="font-size: 12pt;"><strong>Employers are more concerned with employee remuneration strategy.</strong> <span style="font-size: 8pt;">Companies that take employee remuneration seriously can monitor remuneration trends through</span> <span style="font-size: 10pt;"><a href="http://bit.ly/2szalKG" target="_self">Paylab's current salary reports</a>. </span><strong><br/></strong></span></h3>An Initial Step Towards a Successful Entrepreneurtag:www.recruitingblogs.com,2018-02-15:502551:BlogPost:20609012018-02-15T08:31:36.000ZRobin Siddhuhttp://www.recruitingblogs.com/profile/RobinSiddhu
<p><span style="font-size: 12pt;"><span style="font-weight: 400;">First-time entrepreneurs may find it hard to write a business plan as to what should be the appropriate method to write one. One must have even wondered if you need to write one, how detailed it must be and what points should be stressed on. Having a solution to all your problems because we will explain it thoroughly, <a href="https://www.transtutors.com/business-plan-assignment-help/" rel="noopener" target="_blank">how to write…</a></span></span></p>
<p><span style="font-size: 12pt;"><span style="font-weight: 400;">First-time entrepreneurs may find it hard to write a business plan as to what should be the appropriate method to write one. One must have even wondered if you need to write one, how detailed it must be and what points should be stressed on. Having a solution to all your problems because we will explain it thoroughly, <a href="https://www.transtutors.com/business-plan-assignment-help/" target="_blank" rel="noopener">how to write a business plan</a></span> in an innovative way<span style="font-weight: 400;">. A business plan is a document that maps out the details of the company starting with what will it be selling, how will it be structured, how will the selling be done and what the market looks like, how much funding is required initially, what your financial conditions are and every other detail necessary. In short, it helps you and everyone else to understand whether the business is worth pursuing or not.</span></span></p>
<p><span style="font-weight: 400; font-size: 12pt;"><a href="http://api.ning.com:80/files/PPgWNy73hKg5V7FVHeNMcw5kuwx89RKDcO-HVT1ycdVcv*UGQfYVsPOzSryUnYGj7troKTqbamPsGXd7bYY*6wBexd5DLMjj/12.png" target="_self"><img src="http://api.ning.com:80/files/PPgWNy73hKg5V7FVHeNMcw5kuwx89RKDcO-HVT1ycdVcv*UGQfYVsPOzSryUnYGj7troKTqbamPsGXd7bYY*6wBexd5DLMjj/12.png?width=750" width="750" class="align-full"/></a></span></p>
<p><span style="font-weight: 400; font-size: 12pt;">There are a few key elements, which need further attention in every business plan, which can be listed down as follows:</span></p>
<ul>
<li style="font-weight: 400;"><span style="font-size: 12pt;"><b>Executive summary:</b> <span style="font-weight: 400;">Briefly give an overview of its profile and experience if someone else earlier owned it. While starting up a business one needs to guess the potential size of the company since it takes time to reach all the customers globally. Write about the estimated amount of funding required for tangible and intangible assets for smooth flow of work.<br/><br/></span></span></li>
<li style="font-weight: 400;"><span style="font-size: 12pt;"><b>Company Description:</b> <span style="font-weight: 400;">All you need to do is write about your company in here. Give a detailed view starting with who are its owners, how is it structured, where is it located, the market your business is trying to meet, what the goal of your company is and how the products of your company can meet the expectancy of the marketplace. Do not unnecessarily stretch any point to elongate. It should be simple and to the point filled with company information.<br/><br/></span></span></li>
<li style="font-weight: 400;"><span style="font-size: 12pt;"><b>Market analysis:</b> <span style="font-weight: 400;">Explain which section of the market your company is targeting towards with extremely well-researched points and not vague ideas or guesses. While starting up you need to have a clear-cut idea if your business plan has any place in the market or not. You need to understand if it is growing over the years or has been stagnant for a time. Initially, you need to target who one section of the customers and their need at a time. For example, if your company sells soaps you can't meet the demand for soaps from kids to adult. Focus only on the kids and their requirement because the potential of the company can be understood after it has achieved to acquire the marketplace. Brief down the research and analysis collected by interviews or surveys.<br/><br/></span></span></li>
<li style="font-weight: 400;"><span style="font-size: 12pt;"><b>Product and Services:</b> <span style="font-weight: 400;">Here is your chance to elaborate on the product that you are willing to sell. Explain what is your company selling and how is it going to benefit all the customers. It seems highly un-probable not to have a rival company who sells the same product item as yours. Give a brief overview of why should the customers choose your product over another and how are you going to meet its expectation.<br/><br/></span></span></li>
<li style="font-weight: 400;"><span style="font-size: 12pt;"><b>Operations and Management:</b> <span style="font-weight: 400;">This is the place where you give a detailed outline of your business organization. It should give away how many employers have been hired for the company and how are they going to execute the work. Explain properly as to how are you going to divide the work responsibilities and how are the teams particularly efficient to the company system. If you haven't hired any of your employees that will have no effect on the business plan because this point is relevant only to the business organization in general.<br/><br/></span></span></li>
<li style="font-weight: 400;"><span style="font-size: 12pt;"><b>Marketing and Sales:</b> <span style="font-weight: 400;">In here, you need to chalk out the detail idea of your marketing strategy and sales plan. Marketing is an important factor when it comes to the sales of the products. Have a solution to how are you going to penetrate the marketplace, how will you grow over the time and how are you going to reach out the customers. On the part of the sales briefly describe what the average price of per product is; what your sales team will be like and how will you be able to grow. These are the key points you will need to answer in here.<br/><br/></span></span></li>
<li style="font-weight: 400;"><span style="font-size: 12pt;"><b>Financial plan:</b> <span style="font-weight: 400;">Here comes the important part where you need to give a detailed overview of your financial plan. Once you have chalked out every other detail it will be easier to understand the estimated amount of fund required to get the business started. It is extremely important to explain as to how all of your resources are an important part of your startup especially if you are searching for investors to pitch in. Justify it with absolute honest answers because cost conservative plans have a better chance to grab an investor or a support loan.</span></span></li>
</ul>
<p><span style="font-weight: 400;"><span style="font-size: 12pt;">Last but not the least, end your document with an inspiring note how your company and its product can have a huge effect in the marketplace. An uninspiring conclusion often may leave the investors with no potential impression overall. Summarize the concept in an optimistic tone and also emphasize on your competitors. End it saying what is expected of the reader. A final push may seal the deal, for example, you can say, "Take the opportunity to seize the offer and let us grow together." Following all of these simple relevant points can make your business plan a successful one. After this, all you need to do is to turn the document into reality.</span></span></p>Marketing Trends For Recruitment And Staffing Companies in 2018tag:www.recruitingblogs.com,2018-02-15:502551:BlogPost:20609032018-02-15T08:30:00.000ZDenise Oystonhttp://www.recruitingblogs.com/profile/DeniseOyston
<p>It’s a bugbear I have that one year ends and another starts, and people are aghast when we suggest that looking at marketing trends is one thing that ‘should’ be looked at all the time not only when December arrives.</p>
<p>Over here, at Superfast towers, we eat, breath, and sleep marketing and being salespeople too; we always have our eye on the whole process; as we mentioned it’s imperative to think about marketing and sales as two good buddies that do everything together.</p>
<p>As many…</p>
<p>It’s a bugbear I have that one year ends and another starts, and people are aghast when we suggest that looking at marketing trends is one thing that ‘should’ be looked at all the time not only when December arrives.</p>
<p>Over here, at Superfast towers, we eat, breath, and sleep marketing and being salespeople too; we always have our eye on the whole process; as we mentioned it’s imperative to think about marketing and sales as two good buddies that do everything together.</p>
<p>As many of you know we consult, train, coach and deliver a range of marketing services, so it’s much easier for the SFR team to spot trends. In no order below, we are sharing patterns that relate to the recruitment and staffing market.</p>
<p><strong>A Bigger Focus On Marketing</strong></p>
<p>Yep, I think for many recruitments and staffing owners the penny has finally dropped that to scale and grow consistently you must have a presence in the market and a position that is an attraction factor. The only real way to do this is by creating demand, which is the role of marketing.</p>
<p>As primarily a marketing company working with the recruitment and staffing sector, last year was our best; not surprising when you think about demand.</p>
<p>If January is anything to go by 2018 will be off the scale. I really don’t say that to brag; not my style. I share it as a signpost on how the market is shifting.</p>
<p><strong>Marketing Support In-house</strong></p>
<p>More and more organisations we speak to are considering, or are in the process of recruiting their own in-house marketer. In fact on one of our programmes, we now have many clients who have internal support and their marketers are part of Superfast Circle.</p>
<p>The challenge for many marketers is the unique way recruitment works; from a candidate and client perspective and how this is factored into the mix when it comes to positioning and lead generation.</p>
<p><strong>Messaging and GDPR</strong></p>
<p>Though GDPR is a European initiative (how you hold and use data on clients and prospects), it’s important for everyone to consider.</p>
<p>This year recruitment and staffing organisations will need to consider their message.</p>
<ul>
<li>What does our brand communicate?</li>
<li>Who are we ideally placed to work with?</li>
<li>How do we add value and increase our level of engagement?</li>
</ul>
<p>I am sure many of you reading this blog will have had conversations with clients about their brand and how strong it is. </p>
<p><strong>Content Marketing Will Become a Standard “Must Do” Activity</strong></p>
<p>We are still in the knowledge age. People jump online looking for answers to their questions, and solutions for their problems.</p>
<p>Check out data from Google Trends. It shows how the searches for content writers and content marketers have risen over the past few years; note the hike up since the end of 2015.</p>
<p><strong>Video Will Continue to Kill the Radio Star!</strong></p>
<p>Video for many of us is our preferred method to consume information. It’s also one of the best ways to connect with people; Facetime, Messenger, What’s App and the various live video streaming we can all now be part of, is here to stay and only set to get bigger.</p>
<p>Recruiters, as a rule, have been behind the pack and in fairness so have many B2B sectors.</p>
<p>The technology is getting easy to master, and there are companies springing up across the board that can help.</p>
<p><strong>Marketing Automation</strong></p>
<p>It’s the buzzword I know, and yet the truth is… it works. Here at Superfast, we talk about predictable dynamic lead flow…. Remember you heard it here first!</p>
<p>Automation and lead generation funnels go hand in hand. Staffing organisations are recognising this fact and putting it to use.</p>
<p>Alongside automation will be targeted funnels. Think candidates and clients in different streams. Candidates not placed within 6 months, versus passive candidates. All automated by asking a few straightforward questions; don’t get left behind on this.</p>
<p><strong>Paid Advertising on Social Media</strong></p>
<p>Recruiters are used to paying for job boards and adverts; in some cases, even PPC for bigger organisations. As Facebook throws more changes at us, I predict that more organisations will invest in paid social advertising to get their brand in front of target candidates and clients, the recent Facebook update is the thin end of the wedge on this one.</p>
<p><strong>What Else?</strong></p>
<p>Yes, there are plenty of other areas people can and will explore. For now, focus on these 7 areas and watch your leads scale.</p>
<p>Denise Oyston is the CEO of <a href="http://www.superfastrecruitment.co.uk/rb" target="_blank" rel="noopener">Superfast Recruitment</a> who provide marketing training, consulting, coaching and services to the Recruitment and Staffing sector globally.</p>William Almonte - Advantages Of Online Recruitmenttag:www.recruitingblogs.com,2018-02-15:502551:BlogPost:20604852018-02-15T05:17:50.000ZWilliam Almontehttp://www.recruitingblogs.com/profile/WilliamAlmonte
<p>Online recruitment is now a quint essential part of any organization’s recruitment marketing campaign, and it’s far very easy to see why. There are many motives why this mode of recruitment is beneficial to both the employers and candidates, such as extended reach, lower administration and fee effectiveness and the following facts provide more elements at the benefits of online recruitment.…</p>
<p></p>
<p>Online recruitment is now a quint essential part of any organization’s recruitment marketing campaign, and it’s far very easy to see why. There are many motives why this mode of recruitment is beneficial to both the employers and candidates, such as extended reach, lower administration and fee effectiveness and the following facts provide more elements at the benefits of online recruitment.</p>
<p><a href="http://williamalmontemahwah.net/wp-content/uploads/2018/02/William-Almonte-Things-To-Expect-When-Attending-Recruiting-Agency1.jpg"><img class="alignnone size-large wp-image-383" src="http://williamalmontemahwah.net/wp-content/uploads/2018/02/William-Almonte-Things-To-Expect-When-Attending-Recruiting-Agency1-1024x702.jpg" alt="William Almonte" width="648" height="444"/></a></p>
<p>With this type of large variety of human spending so much time online, the recruitment enterprise needed to work-out a specific way of finding ability candidates. The result of this becomes an efficient online recruitment model that has continued to broaden to satisfy the desires of employers and applicants alike.</p>
<p><a href="http://www.williamalmonte.net/"><strong>William Almonte, founder of titan staffing system</strong></a> says that development of the recruitment enterprise made the various benefits of online recruitment to be had to both employers and activity seekers.</p>
<p><strong>The first benefit</strong></p>
<p>A massive part of the sector can now be covered in any online recruitment campaign if an organization wants to accomplish that. Recruiting online offers employers the possibility to take a look at hiring human beings from one of a kind element of the world and the search for the proper man or woman to match a particular function will become much less complicated for them.</p>
<p>As for the people who are seeking out works of their vicinity of interest, they get the threat to use for work in places they like and for his or her preference of companies. It is a win state of affairs for each the agency and the candidate.</p>
<p><strong>A second gain</strong></p>
<p>Recruiting online is also cost-powerful. As there may be some distance less paper work and much less time and strength spent, the cost reduces extensively when the recruitment technique is done this way. If you upload inside the fact which you do no longer need to meet the candidate until you are positive which you have the right man or woman for the process, then the time and fee savings can be significant in contrast with conventional sorts of recruitment.</p>
<p>Online recruiting normally involves an exchange of resumes, emails, contact details, profiles, and other records. These can be finished anytime over the Internet, and the entire system may be completed within an afternoon or two, despite the fact that this typically takes up to 2 to 3 weeks to find and slim down the candidates to find the first-rate man or woman.</p>
<p><strong>A third benefit</strong></p>
<p>A massive variety of candidates can start with being brief listed for interviews earlier than a. Also, the automatic filtering technique is applied.<span> </span><a href="https://twitter.com/williamalmonte0?lang=en"><strong>William Almonte, CEO of titan staffing system</strong></a> says that some groups conduct online tests for the candidates who’ve carried out for the activity. Some employers also use time-based, goal kind exams. Online aptitude assessments are also becoming an extra popular factor of the net recruitment system, as human beings can take these checks anywhere in the international at a time that suits them.</p>
<p>By applying this type of filtering manner, it enables the organization to clear out a large wide variety of applicants just through asking them some questions and saves them and the applicants a lot of money and time that could in any other case be spent in touring to an interview. It is also becoming a greater standard that the interviews may be carried out via video or smartphone that once more makes the net recruitment method extra convenient and value effectively.</p>
<p><strong>William Almonte | William Almonte Mahwah, NJ, 22 – Push – Ups Challenge – Mahwah, NJ Patch</strong></p>
<p><iframe width="648" height="486" src="https://www.youtube.com/embed/_VoN83NsEDQ?feature=oembed&amp;wmode=opaque" frameborder="0" allowfullscreen=""></iframe>
</p>
<p> </p>4 Ways to Help Inspire Your Employeestag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20606582018-02-14T23:53:25.000ZDevin Caldwellhttp://www.recruitingblogs.com/profile/DevinCaldwell
<p><span style="font-weight: 400;"><a href="http://api.ning.com:80/files/Qv9rmHTfWSByMT4SdsUDYjZB8ea9PcRd-ZvDRMWmbkwcfqF4jTXmsAwk5ioYHSxRJht8ldXEwVYemGpY8heLqBhRBtAKSK1E/Teamwork.jpeg" target="_self"><img class="align-center" height="409" src="http://api.ning.com:80/files/Qv9rmHTfWSByMT4SdsUDYjZB8ea9PcRd-ZvDRMWmbkwcfqF4jTXmsAwk5ioYHSxRJht8ldXEwVYemGpY8heLqBhRBtAKSK1E/Teamwork.jpeg?width=750" width="600"></img></a> Inspiring people is a gift that doesn't come innate to everyone. It's a skill that has to be developed through deliberate practice over time. For a business owner or startup CEO, knowing how to inspire people is an essential skill that can make the difference between future success…</span></p>
<p><span style="font-weight: 400;"><a href="http://api.ning.com:80/files/Qv9rmHTfWSByMT4SdsUDYjZB8ea9PcRd-ZvDRMWmbkwcfqF4jTXmsAwk5ioYHSxRJht8ldXEwVYemGpY8heLqBhRBtAKSK1E/Teamwork.jpeg" target="_self"><img src="http://api.ning.com:80/files/Qv9rmHTfWSByMT4SdsUDYjZB8ea9PcRd-ZvDRMWmbkwcfqF4jTXmsAwk5ioYHSxRJht8ldXEwVYemGpY8heLqBhRBtAKSK1E/Teamwork.jpeg?width=750" width="600" class="align-center" height="409"/></a>Inspiring people is a gift that doesn't come innate to everyone. It's a skill that has to be developed through deliberate practice over time. For a business owner or startup CEO, knowing how to inspire people is an essential skill that can make the difference between future success and failure. Even with an innovative product or a life-changing service, your business can't grow without the unwavering support of your employees. And while cash incentives sounds like an easy solution to an uninspired workforce, they tend to be unsustainable and only have short-term impact to an employee's mood and drive to work and contribute. Here's four reasonable and sustainable ways to rally the troops into one common goal:</span></p>
<p></p>
<p><b>Give Their Work Purpose</b></p>
<p><span style="font-weight: 400;">Regardless of what role they play in the whole business process, whether they assemble and pack the products or help customers with their inquiries and technical issues, your employees want to know that the effort, sweat, and time they put into their day-to-day work matters. Contrary to what most corporations and businesses believe, employees aren't just numbers on your payroll or mindless drones walking around the workplace. They are people who</span> <a href="https://www.forbes.com/sites/carminegallo/2013/06/21/seven-ways-to-inspire-employees-to-love-their-jobs/#262ab3df2b68"><span style="font-weight: 400;">value recognition and purpose</span></a><span style="font-weight: 400;">. Emphasize their importance during meetings and reward them when quarterly earnings are good.</span></p>
<p></p>
<p><b>Involve Them in the Big Decisions</b></p>
<p><span style="font-weight: 400;">Decisions are what forms the company, and anyone involved in the decision-making process is considered valuable. That is why employees cherish to be included in big decisions. They feel that, at the very least, they have some sway over what happens to the company and which direction it takes. Limiting the decision-making input to high-level management staff can alienate lower level staff and discourage them from contributing openly and willingly. Promote equality amongst all levels of staff in the workplace.</span></p>
<p></p>
<p><b>Give Them Non-Cash Rewards</b></p>
<p><a href="https://hiring.workopolis.com/article/5-ways-inspire-motivate-employees/"><span style="font-weight: 400;">Incentivizing</span></a> <span style="font-weight: 400;">is one of the oldest management techniques in business, and for good reason - it works. But don't be lazy and just throw around money in exchange for every good deed. Instead, create a fun</span> <a href="http://www.awardco.com/employee-social-recognition"><span style="font-weight: 400;">employee recognition program</span></a> <span style="font-weight: 400;">that rewards workers for a job well done. Prizes as simple as a free lunch or extra 10 minutes of coffee break can motivate your employees to push themselves just a little bit more to hit those marks. Humans have this reward center of their brain that you can and should take advantage of. With positive reinforcement and a bit of creativity in choosing non-cash incentives, you'll be able to increase productivity in the workplace while also making it more fun with a healthy dose of competition.</span></p>
<p></p>
<p><b>Help Them Advance Their Careers</b></p>
<p><span style="font-weight: 400;">Nobody wants to just work for someone the rest of their lives. Humans are born to be achievers and dreamers. They have ambition that cannot be contained. If you fail to recognize their ambition and need for</span> <a href="https://www.inc.com/jayson-demers/6-motivation-secrets-to-inspire-your-employees.html"><span style="font-weight: 400;">advancement</span></a><span style="font-weight: 400;">, they will likely jump ship to an employer who does recognize it. Inspire your workforce by providing career advancement support to those who wish for it. Enroll them in certification programs that add to their credentials and marketability, set up mentorship programs that train worthy employees into leadership roles, and promote from within instead of hiring outside candidates, something that is a huge turnoff to many employees.</span></p>
<p></p>
<p><b>Final Thoughts</b></p>
<p><span style="font-weight: 400;">Last but not least, don't forget to thank your employees for their hard work. In many brick-and-mortar companies, managers will greet their employees every day on the way in and on the way out to work. Rallying your troops with money might work short-term, but once cash stops coming out, the motivation and drive brought by this incentive will also cease to exist. By using the four tips aforementioned in this article, you are cultivating a culture of employees who actually believe in what the company stands for. And if employees believe in the importance of their work, they tend to produce higher quality output and work faster and in a more streamlined manner.</span></p>Clear Background: 4 Ways Recruiters Can Check Employee Recordstag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20606542018-02-14T22:28:22.000ZRachelle Wilberhttp://www.recruitingblogs.com/profile/RachelleWilber
<p><a href="http://api.ning.com:80/files/bbsozPkuP979-RpmqfcVRHpmXuNGU6jwH0hVTMTMOEM0yIRDTobFDo2eaJGwynNolz5Twd-dZLARvwTP60iOGm2YsudAOfgA/ClearBackground.JPG" target="_self"><img class="align-center" src="http://api.ning.com:80/files/bbsozPkuP979-RpmqfcVRHpmXuNGU6jwH0hVTMTMOEM0yIRDTobFDo2eaJGwynNolz5Twd-dZLARvwTP60iOGm2YsudAOfgA/ClearBackground.JPG?width=750" width="750"></img></a> The idea of hiring new staff members can make many recruiters feel dread and discomfort. Choosing qualified team members isn’t exactly the simplest project in the world, after all. If you want to simplify the process, however, these four methods can make your screening duties go a lot more smoothly. It’s…</p>
<p><a href="http://api.ning.com:80/files/bbsozPkuP979-RpmqfcVRHpmXuNGU6jwH0hVTMTMOEM0yIRDTobFDo2eaJGwynNolz5Twd-dZLARvwTP60iOGm2YsudAOfgA/ClearBackground.JPG" target="_self"><img src="http://api.ning.com:80/files/bbsozPkuP979-RpmqfcVRHpmXuNGU6jwH0hVTMTMOEM0yIRDTobFDo2eaJGwynNolz5Twd-dZLARvwTP60iOGm2YsudAOfgA/ClearBackground.JPG?width=750" class="align-center" width="750"/></a>The idea of hiring new staff members can make many recruiters feel dread and discomfort. Choosing qualified team members isn’t exactly the simplest project in the world, after all. If you want to simplify the process, however, these four methods can make your screening duties go a lot more smoothly. It’s beneficial and wise for recruiters to assess all job candidates’ records beforehand.</p>
<h2>Reach out to Earlier Workplaces</h2>
<p>If you want to assess a possible employee’s background information, you can initiate the process by reaching out to earlier places of employment. Call a job candidate’s former supervisor or manager. Make a point to ask questions that can help you get the transparent and straightforward responses you seek. Find out if the candidate ever caused any trouble or engaged in problematic behavior in general. Find out if the candidate was a good team player. Ask whether or not he or she was sincere and trustworthy, too.</p>
<h2>Request a Credit Report</h2>
<p>Running an exhaustive credit check can be helpful to recruiters who are looking to make intelligent and sound choices. A credit check can help you figure out whether or not a candidate may be fitting for your staff. It can give you telling information that pertains to possible debt, credit card use and much more. If credit information discourages you from recruiting a certain candidate, you have to be prepared to tell the individual that. Make sure that your reasons are valid and simple to comprehend.</p>
<h2>Perform a Background Check</h2>
<p>If you want all-encompassing employee record screening assistance, a background check can be perfect. Background checks provide recruiters with a wealth of perks. They give recruiters the chance to confirm job candidates’ identities, first of all. They give them the ability to confirm career and education backgrounds. They give them valuable details that involve possible legal and criminal activities as well.</p>
<h2>Get in Touch with Offered References</h2>
<p>You can assess employee records by contacting old workplaces. You can also do so by asking for basic references. These may be friends, former coworkers and beyond. If you’re looking to confirm information that relates to a job-seeker in any way, discussions with references can be efficient.</p>
<p>Hiring professionals is an extraordinary responsibility for any recruiter. Recruiters, because of that, should always be as meticulous and careful as possible. Seemingly small and minor hiring mistakes can sometimes lead to severe consequences at later times.</p>How to Hire in a Job Seeker's Markettag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20606502018-02-14T21:34:21.000ZRobert Hoefthttp://www.recruitingblogs.com/profile/RobertHoeft
<p><a href="http://api.ning.com:80/files/bbsozPkuP950uaPpoIwbHKdVvbrsq9WlB6qZv4KE2IH1YsuauwHZpYX7cKUeuLGVyEOE9EMWpX3P2OFTHJBJsvVw3iPLecpm/jobseekersmarket_blog.jpg" target="_self"><img class="align-center" src="http://api.ning.com:80/files/bbsozPkuP950uaPpoIwbHKdVvbrsq9WlB6qZv4KE2IH1YsuauwHZpYX7cKUeuLGVyEOE9EMWpX3P2OFTHJBJsvVw3iPLecpm/jobseekersmarket_blog.jpg" width="350"></img></a></p>
<p>With the unemployment rate dropping over the past few years, candidates have taken back control of the job market. Employers must deal with applicants looking at all their other options and no longer settling for just any position. So what does it take to make successful hires? This blog will…</p>
<p><a href="http://api.ning.com:80/files/bbsozPkuP950uaPpoIwbHKdVvbrsq9WlB6qZv4KE2IH1YsuauwHZpYX7cKUeuLGVyEOE9EMWpX3P2OFTHJBJsvVw3iPLecpm/jobseekersmarket_blog.jpg" target="_self"><img src="http://api.ning.com:80/files/bbsozPkuP950uaPpoIwbHKdVvbrsq9WlB6qZv4KE2IH1YsuauwHZpYX7cKUeuLGVyEOE9EMWpX3P2OFTHJBJsvVw3iPLecpm/jobseekersmarket_blog.jpg" width="350" class="align-center"/></a></p>
<p>With the unemployment rate dropping over the past few years, candidates have taken back control of the job market. Employers must deal with applicants looking at all their other options and no longer settling for just any position. So what does it take to make successful hires? This blog will provide three areas to focus on when you’re looking to acquire top talent in today’s competitive landscape.</p>
<p><strong>Hiring Process</strong></p>
<p>In a time when candidates are considering multiple job offers, the worst thing you can do is make them jump through hoops during a long and outdated <a href="https://www.qpsemployment.com/the-break-room/the-break-room-post/2017/11/10/4-ways-to-improve-your-company-s-hiring-process">hiring process</a>. In order to keep applicants engaged, outline the steps in the process and maintain <a href="https://www.qpsemployment.com/the-break-room/the-break-room-post/2017/02/22/3-ways-to-improve-communication-in-recruiting">constant communication</a>. The <a href="https://www.qpsemployment.com/the-break-room/the-break-room-post/2017/02/17/3-ways-to-improve-candidate-experience">candidate experience</a> is more important than ever. By taking a streamlined approach, candidates will get a good impression that this organizational efficiency goes beyond the initial hiring.</p>
<p><strong>Company Brand</strong></p>
<p>One of the best ways to attract applicants is to make sure your company has a positive appearance. It is important to brand your company through both online and offline mediums. You should be encouraging everyone that interacts positively with your company to share their experience, whether it be through social media or face-to-face conversations. However, this isn’t going to happen overnight since developing a strong brand and <a href="https://www.qpsemployment.com/the-break-room/the-break-room-post/2016/03/11/developing-a-good-company-culture">culture</a> takes time. By implementing internal policies based on your company message and mission, you will grow a cultural base that will differentiate your company.</p>
<p><strong>Salary and Benefits</strong></p>
<p>To have top candidates consider your position, you’ll have to offer a solid salary with benefits. There are some companies that can lean on their great work environment or unique culture but those examples are few and far between. In most cases, you get what you pay for. By offering a higher wage than your local competitors, you’ll fill the position faster and receive more high quality candidates.</p>
<p>Overall, if you want to succeed in today’s job market, you’ll have to act quickly, showcase your culture and pay well so job seekers can see that you’re the best choice.</p>
<p><em>Interested in more blogs like this one? Check out <a rel="nofollow noopener" href="http://www.qpsemployment.com/the-break-room" target="_blank">The Break Room</a> at QPS Employment Group</em><a href="http://api.ning.com:80/files/bbsozPkuP950uaPpoIwbHKdVvbrsq9WlB6qZv4KE2IH1YsuauwHZpYX7cKUeuLGVyEOE9EMWpX3P2OFTHJBJsvVw3iPLecpm/jobseekersmarket_blog.jpg" target="_self"></a></p>3 Interview Questions You Shouldn't Be Asking Candidatestag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20605952018-02-14T21:13:17.000ZEthan Harrison Smithhttp://www.recruitingblogs.com/profile/EthanHarrisonSmith
<p><a href="http://api.ning.com:80/files/bbsozPkuP96MONsiJSYU-JGBAjl1MTB1aDFn*LvY46JfPNfQ4Nac2gdzc33CdBTiGk4UaujYCUoptX2NTr*Fl8bNxz3crQJT/timgouw79563.jpg" target="_self"><img class="align-center" src="http://api.ning.com:80/files/bbsozPkuP96MONsiJSYU-JGBAjl1MTB1aDFn*LvY46JfPNfQ4Nac2gdzc33CdBTiGk4UaujYCUoptX2NTr*Fl8bNxz3crQJT/timgouw79563.jpg?width=750" width="750"></img></a></p>
<p>If you're getting ready to interview new candidates, it's important that you're prepared with a list of questions to ask.</p>
<p>On the other hand, it's also just as important to know what questions NOT to ask. Some questions are definitely more effective than others at helping you determine whether a…</p>
<p><a href="http://api.ning.com:80/files/bbsozPkuP96MONsiJSYU-JGBAjl1MTB1aDFn*LvY46JfPNfQ4Nac2gdzc33CdBTiGk4UaujYCUoptX2NTr*Fl8bNxz3crQJT/timgouw79563.jpg" target="_self"><img src="http://api.ning.com:80/files/bbsozPkuP96MONsiJSYU-JGBAjl1MTB1aDFn*LvY46JfPNfQ4Nac2gdzc33CdBTiGk4UaujYCUoptX2NTr*Fl8bNxz3crQJT/timgouw79563.jpg?width=750" width="750" class="align-center"/></a></p>
<p>If you're getting ready to interview new candidates, it's important that you're prepared with a list of questions to ask.</p>
<p>On the other hand, it's also just as important to know what questions NOT to ask. Some questions are definitely more effective than others at helping you determine whether a candidate is right for your company.</p>
<p>Of course, you should always avoid <a href="https://www.thebalance.com/job-interview-questions-that-are-illegal-1918488" target="_blank" rel="noopener">illegal questions</a> such as those based on age, sex, religion, nationality, and disability status. However, there are also plenty of common interview questions that, while not illegal, aren't exactly useful either.</p>
<p>Below we'll look at 3 common interview questions that you absolutely shouldn't ask during your next interview.</p>
<p><span style="font-size: 18pt;"><strong>1. Why Do You Think We Should Hire You?</strong></span></p>
<p>While this first question seems okay on the surface, it's not a question you want to be asking candidates. It's all too easy for a candidate to give a stock answer they read online when answering <a href="http://www.foxbusiness.com/features/2013/11/19/7-original-answers-for-cliche-interview-questions.html" target="_blank" rel="noopener">cliche questions</a> such as this one, and chances are, the answer won't be very memorable.</p>
<p>They'll likely tell you that they're a great fit for your company and start listing out some of their best traits. But how can you really determine if what they're saying is true?</p>
<p>A better option would be to ask the candidate about a time they succeeded at a difficult task or overcame an obstacle in a previous position. While it's also possible to rehearse a story to fit this question, it is more difficult.</p>
<p>When your candidate tells a story, you'll likely get a lot more insight into their character traits since they won't simply be listing them off like items on a grocery list.</p>
<p><span style="font-size: 18pt;"><strong>2. What Are Your Main Weaknesses/Strengths?</strong></span></p>
<p>This next question suffers from the same problems as the previous one. When asking this question during an interview it is very hard to ascertain whether they are telling the truth.</p>
<p>Once again, they may start listing off their traits like a grocery list, and everything they will say will be very hard to verify. Until you hire them, that is.</p>
<p>For this question, there are also plenty of stock answers to be found online. You may just find that most candidates end up saying basically the same thing.</p>
<p>Even worse, when you ask about a candidate's weaknesses they'll likely give you answers which are actually positives, such as "I work too hard and don't know when to slow down." instead of being honest with you.</p>
<p>Instead of asking these types of questions, once again, it's better to have your candidate tell a story. Ask them about an example of when they succeeded or they failed and ask them to explain why. This approach will give you much more insight into what they have to offer.</p>
<p><span style="font-size: 18pt;"><strong>3. What Was the Last Book You Read?</strong></span></p>
<p>Many recruiters and interviewers believe that asking a candidate about the last book they've read will give them a lot of insight into a person's character and habits outside of work. They also believe it will reveal whether a candidate is the kind of person who works to keep up with the latest trends in their industry.</p>
<p>However, the truth is that this question is best left to filling an open bookstore position. In reality, a candidate has probably spent their free time reading a bestselling novel or a magazine rather than the latest business book.</p>
<p>Your time would probably be better served by asking a question that gets more to the heart of what you really want to know about a candidate. Instead of asking them about their reading habits, ask a candidate about a time they learned a valuable skill or best practice in their industry and then applied what they learned.</p>
<p>Asking this question will help you cut to the chase and give you a much better insight into their priorities when it comes to self-learning and for staying on top of current trends in their field.</p>
<p><span style="font-size: 18pt;"><strong>Final Thoughts</strong></span></p>
<p>While there are many more interview questions that need to be put to rest, the above are some of the worst of the bunch. The reason that the above questions don't work is that at this point they have become cliche and they end up wasting valuable interview time. There are better ways to find out if a candidate has the <a href="https://www.fastcompany.com/40404120/three-habits-of-the-best-job-candidates-ive-ever-interviewed" target="_blank" rel="noopener">good habits</a> and traits you're looking for.</p>
<p>When giving an interview, try to be more concise with your questioning. Make sure you're quickly diving into what you really want to know about a candidate rather than resorting to surface-level questions in which the answers can be easily faked or simply won't tell you what you need to know.</p>
<p>By eliminating questions such as these from your interview, you'll have the best chance possible of accurately judging a candidate and quickly finding out exactly what they can bring to the table.</p>Applicant Tracking System Pricing Overviewtag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20564762018-02-14T17:30:00.000ZPhil Strazzullahttp://www.recruitingblogs.com/profile/PhilStrazzulla
<p>Applicant Tracking System (ATS) pricing can be tricky given the various pricing models for various vendors. Because ATS software is typically one of the larger items in any HR budget, it's important to understand how pricing works for the various solutions, and what to expect in terms of pricing ranges.</p>
<p>We've been looking around at various price points for ATS's for a while, but hadn't found good data until we were introduced to the folks at <a href="https://siftery.com">Siftery</a>.…</p>
<p>Applicant Tracking System (ATS) pricing can be tricky given the various pricing models for various vendors. Because ATS software is typically one of the larger items in any HR budget, it's important to understand how pricing works for the various solutions, and what to expect in terms of pricing ranges.</p>
<p>We've been looking around at various price points for ATS's for a while, but hadn't found good data until we were introduced to the folks at <a href="https://siftery.com">Siftery</a>. Siftery has 300,000 data points on what solutions various companies are using, and they've recently done some research on what companies are paying for various solutions.</p>
<p>Specifically, we looked at pricing for the standard middle market applicant tracking systems. There are of course many others <a href="http://blog.nextwavehire.com/best-applicant-tracking-systems/">ATS vendors</a> out there.</p>
<p><strong>Applicant Tracking Systems Pricing</strong></p>
<p>[caption id="attachment_630" align="alignnone" width="668"]<img class=" wp-image-630" src="http://blog.nextwavehire.com/wp-content/uploads/2017/05/Screen-Shot-2017-05-02-at-11.03.23-AM-300x154.png" alt="Applicant Tracking Pricing" width="668" height="343"/> How much companies of various sizes pay for applicant tracking systems[/caption]</p>
<p>In this graph we can see the average price point that companies of various sizes can expect to pay for an applicant tracking system. There is a very clear, linear relationship between company size and the annual software subscription that you can expect to pay. However, not all companies charge based on the company's size.</p>
<p><strong>ATS Pricing Models</strong></p>
<p>Applicant tracking software is typically priced based on one of three different models: per employee, per seat, and per job posting. Each solution has their own rationale for different pricing models. The bottom line is that companies are trying to maximize their revenues, while also remaining competitive with the other solutions, and driving ROI for their customers. Each company also serves slightly different markets, and so it makes sense to charge on a different basis in order to maintain a "fair" price point. It's not quite <a href="https://hbr.org/2016/08/a-quick-guide-to-value-based-pricing">value based pricing</a>, but clearly companies are getting value as nearly every company of scale has an applicant tracking system.</p>
<p><em><strong>Per Employee Pricing</strong></em></p>
<p><a href="http://www.jobvite.com/">Jobvite</a>, <a href="http://lever.co">Lever</a> and <a href="http://greenhouse.io">Greenhouse</a> all charge on a per employee basis. While this may seem counter intuitive (why am I being charged for my existing employees??? Isn't ATS all about hires?), it makes sense in that your existing employees all play a role in your hiring process as sources of talent via referrals, and as vetters of talent in the interview process. Plus, it's a way to charge more to larger companies.</p>
<p>There's a wide range that these companies charge over, from $10/employee/yr to well over $100. It all depends on how large your company is with significant volume discounts for larger companies.</p>
<p><em><strong>Per Job Pricing</strong></em></p>
<p><a href="https://www.workable.com/">Workable</a> is the only company here that charges on a per job basis. They are also focused on the smallest companies. This pricing means that companies who are growing fast (and thus get more value from the ATS) pay more, and smaller companies who have more normal growth rates spend significantly less. To give you a sense, the annual plan has a $200/job price point.</p>
<p><em><strong>Per Seat Pricing</strong></em></p>
<p><a href="https://www.icims.com/">iCIMS</a> pricing is the only company in our data set that charges on a per seat basis. This is most likely a result of their focus on enterprise, as it aligns with how other enterprise software offerings are priced. While there is a lot of variance, the average per seat price is $4k. It's also worth noting that iCIMS has several add on charges, and will charge for integrations into other third party software that you may use.</p>
<p><strong>Extras: Onboarding, Analytics, Recruitment Marketing</strong></p>
<p>Several of these companies charge extra for various features including <a href="http://nextwavehire.com/talent-communities">recruitment marketing</a>, employee onboarding, and analytics. And, most of these solutions also charge a setup fee.</p>
<p>These costs can take the form of a per employee basis (for example, Greenhouse charges per employee for their onboarding product), or can be bundled into a more advanced pricing tier that would simply increase the price/employee you're paying for the software. Setup fees seem to be one off fees across vendors.</p>
<p><strong>Discounts</strong></p>
<p>As the report points out, about 1/5 companies are getting "discounts" from the originally quoted price. It's unclear how these are negotiated. My guess is that some pricing was originally misquoted, and that some companies are actually able to negotiate lower prices due to strong company brands, plans for growth, or a competitive process.</p>
<p>There are of course discounts for companies who are willing to pay upfront for a year vs monthly. These discounts can be very meaningful, and are most likely not a surprise for experienced HRTech buyers.</p>
<p><strong>Some Conclusions</strong></p>
<p>Despite a lack of transparency on pricing models, the ATS marketplace is actually fairly efficient in terms of the pricing across various solutions for companies of a given size, as you can see in the graph below. What I mean is, for a company with a given number of employees, there isn't one solution that's charging 50% more or less than others <strong>(with a few exceptions in the below chart, which are more a reflection of an incomplete data set with outliers that lack context for what a company was actually purchasing, aka the Lever customer paying $125k)</strong>.</p>
<p>[caption id="attachment_631" align="alignnone" width="677"]<img class=" wp-image-631" src="http://blog.nextwavehire.com/wp-content/uploads/2017/05/Screen-Shot-2017-05-02-at-11.28.03-AM-300x133.png" alt="Pricing for Applicant Tracking Systems" width="677" height="300"/> Pricing for Lever, Greenhouse, iCIMS, Workable and Jobvite.[/caption]</p>
<p>What's more important than pricing is understanding which solution is right for your company. For example, these solutions vary in terms of functionality (onboarding is part of some, not others), and packaging (some charge for analytics, etc and some don't).</p>
<p>Lastly, while the pricing models are important, it's really all about how large your company is. We can see this by the first chart in this post and the very clear correlation between company size and pricing despite the various pricing philosophies.</p>
<p><strong>The Data</strong></p>
<p>This data was collected by Siftery, and we highly suggest you check out the <a href="https://siftery.com/ats-pricing-benchmarks-report-2017">full report</a>, along with the individual reports they have on each of these providers. We've included some of the high level data with our analysis, but there is so much more to digest if you're so inclined.</p>
<p>While the data is fairly comprehensive, <strong>there are data points that clearly are huge outliers, and so please be wary of this as you use the information</strong>. Our advice: use this data to have a transparent conversation with the rep at your ATS and not as a "well, I happen to know there is a company paying $XX for your solution of the same size". The bottom line is that there are many factors that go into pricing beyond your employee count, including time of the quarter and the budget that the VCs have set forth. Good luck!</p>
<p></p>
<p>Originally published on <a href="http://blog.nextwavehire.com/applicant-tracking-system-pricing/" target="_blank" rel="noopener">NextWave Hire</a>.</p>Current Issues In Legal Recruitment Surrounding Recruiting & Retaining Talenttag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20604732018-02-14T15:13:42.000ZVeronica Pembletonhttp://www.recruitingblogs.com/profile/VeronicaPembleton
<p><a href="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAudAAAAJGRiYWY4N2QwLTJmZDQtNDFiZC04OGFhLTAxNTI3OTI4YTA3Mw.png" rel="noopener" target="_blank"><img class="align-center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAudAAAAJGRiYWY4N2QwLTJmZDQtNDFiZC04OGFhLTAxNTI3OTI4YTA3Mw.png"></img></a></p>
<p></p>
<p><span style="font-weight: 400;">There had been a rapid rise in recruitment issues that have affected all industries including the legal sector. For instance, there were obstacles in the recruitment and retention of talents.</span></p>
<p></p>
<p><span style="font-weight: 400;">At current, there is a skills shortage…</span></p>
<p><a href="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAudAAAAJGRiYWY4N2QwLTJmZDQtNDFiZC04OGFhLTAxNTI3OTI4YTA3Mw.png" target="_blank" rel="noopener"><img src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAudAAAAJGRiYWY4N2QwLTJmZDQtNDFiZC04OGFhLTAxNTI3OTI4YTA3Mw.png" class="align-center"/></a></p>
<p></p>
<p><span style="font-weight: 400;">There had been a rapid rise in recruitment issues that have affected all industries including the legal sector. For instance, there were obstacles in the recruitment and retention of talents.</span></p>
<p></p>
<p><span style="font-weight: 400;">At current, there is a skills shortage within the candidate’s market in legal recruitment due to the lowered trainee intake that had occurred between 2008 - 2012. Therefore, this have resulted in the fallen numbers of transactions in legal services, which had affected growth in the industry.</span></p>
<p></p>
<p><span style="font-weight: 400;">This also meant fewer trainees are qualified in non-contentious disciplines such as corporate, banking and property law. Whereas more trainees were qualified in contentious disciplines, and more became family, immigration and</span> <a href="https://www.gorvins.com/services-for-you/employment/"><span style="font-weight: 400;">employment solicitors</span></a><span style="font-weight: 400;">.</span></p>
<p></p>
<p><span style="font-weight: 400;">However, this meant there is now a scarcity of solicitors who lacked two to five years’ post-qualified experience. This issue has not only caused instability in legal teams, yet there had been an increase in workload.</span></p>
<p></p>
<p style="text-align: center;"><span style="font-size: 14pt;"><b>How does this affect law firms and their current methods of recruitment?</b></span></p>
<p><span style="font-weight: 400;">The skills shortage issue has affected the recruitment process. For example, there had been occurrences where the candidate would have attempted to resign from their firm for their prospective employer, However, during the notice period up to six months, their current employer would “buy-back” their employee by guaranteeing a promotion to prevent them from leaving. In turn, this can cause prospective employers to extend their recruitment process.</span></p>
<p></p>
<p><span style="font-weight: 400;">Furthermore, this had led to an increase in pressure upon these solicitors who can be overworked. This could drive them to seek better opportunities to have a balanced lifestyle.</span></p>
<p></p>
<p style="text-align: center;"><span style="font-size: 14pt;"><b>Are there any innovative methods to recruitment being applied in legal organisations in response to these issues?</b></span></p>
<p><span style="font-weight: 400;">There had been an increase in investment in graduate programmes and HR. Yet, there has been limited usage of technology in recruitment strategies as they are not being implemented throughout the board.</span></p>
<p></p>
<p><span style="font-weight: 400;">As an improvement, the barriers of entry in the legal sector have been lowered to combat the challenges of skills shortage, which is implemented by viewing candidates with various experience and background.</span></p>
<p></p>
<p><span style="font-weight: 400;">Recruitment processes have become more streamlined by seeking more emotional “buy-in” candidates to fill vacancies from the date of offer and to guarantee that they will join their organisation after their notice period.</span></p>
<p></p>
<p><span style="font-weight: 400;">At present, the candidate could have eight to ten opportunities, in comparison to the past where they could have gained one or two. Therefore, legal organisations must be efficient in their recruitment practices. Recruiters have struggled since candidates now have the advantage to choose one from ten job offers. However, this could frustrate nine other clients that the candidate crossed over, hence causing more pressure on the recruiter to manage relations.</span></p>
<p></p>
<p><span style="font-weight: 400;">However, changes in legal recruitment in organisations must be achievable to meet their objective, since what may work in a larger organisation may not work in smaller firms as they would have the resources to implement it. </span></p>
<p></p>
<p><span style="font-weight: 400;">Moreover, there should be increased efforts to understand the candidate’s motivation to join the organisation as it will be similar work, and whether there is a good culture fit between the two. Regular communication should be exchanged between the employer and future employee to ensure loyalty until their first day of employment. Likewise, talent retention should be reinforced since they should be treated as an investment.</span></p>
<p></p>
<p style="text-align: center;"><span style="font-size: 14pt;"><b>Final thoughts</b></span></p>
<p><span style="font-weight: 400;">Firms that uses the “buy-back” tactics can also cause resentment for other loyal employees, and use influence to improve their own circumstances. Although the need to recruit more talent is affected by the skills shortage, retaining and developing talent is equally as important to gain significant savings and reducing the recruitment process.</span></p>Degree Requiredtag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20604712018-02-14T14:39:17.000ZTodd Kmiechttp://www.recruitingblogs.com/profile/ToddKmiec
<p>Most jobs, not all….. but most, that you recruit for require a college degree. This is a basic first requirement for a lot of searches that recruiters work on. Most of the time, required means required. Must have.</p>
<p>Sometimes, degree required means degree preferred. For the right candidate with the right skills and background, we can deal with them not having a degree.</p>
<p>Two thirds of adults in the US do not have a college degree. That’s a startling statistic when you spend much of…</p>
<p>Most jobs, not all….. but most, that you recruit for require a college degree. This is a basic first requirement for a lot of searches that recruiters work on. Most of the time, required means required. Must have.</p>
<p>Sometimes, degree required means degree preferred. For the right candidate with the right skills and background, we can deal with them not having a degree.</p>
<p>Two thirds of adults in the US do not have a college degree. That’s a startling statistic when you spend much of your life looking for people with certain skills that have to have a degree. What that tells is, degree required does seriously limit the candidate pool. And, changing to degree preferred will seriously expand the candidate pool.</p>
<p></p>
<p><a href="http://todd@toddkmiec.com" target="_blank" rel="noopener">Todd Kmiec</a></p>
<p></p>
<p><a href="https://www.linkedin.com/in/toddkmiec/" target="_blank" rel="noopener">https://www.linkedin.com/in/toddkmiec/</a></p>
<p></p>
<p></p>Viventis Search Asia Chooses Bullhorn to Support Growing CRM Needstag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20603782018-02-14T13:58:23.000ZSteve Vittoriosohttp://www.recruitingblogs.com/profile/SteveVittorioso
<p style="font-weight: 400;"><strong><a href="http://api.ning.com:80/files/bZd0JEHzuuBgfCZpuRaHpYAXdMu592623bhOZxMRqf*num3-60ugHQHmH2OYYNM4UuPSf97Z78B49wTvNCwKUzRiD2XDu*nh/BullhornLogo.jpg" target="_self"><img class="align-full" src="http://api.ning.com:80/files/bZd0JEHzuuBgfCZpuRaHpYAXdMu592623bhOZxMRqf*num3-60ugHQHmH2OYYNM4UuPSf97Z78B49wTvNCwKUzRiD2XDu*nh/BullhornLogo.jpg?width=750" width="750"></img></a></strong></p>
<p style="font-weight: 400;"><strong>14 February 2018, Manila –</strong> <span><a href="http://www.viventis-search.com" rel="noopener" target="_blank">Vive</a></span><a href="http://www.viventis-search.com" rel="noopener" target="_blank">ntis Search Asia</a>, a…</p>
<p style="font-weight: 400;"><strong><a href="http://api.ning.com:80/files/bZd0JEHzuuBgfCZpuRaHpYAXdMu592623bhOZxMRqf*num3-60ugHQHmH2OYYNM4UuPSf97Z78B49wTvNCwKUzRiD2XDu*nh/BullhornLogo.jpg" target="_self"><img src="http://api.ning.com:80/files/bZd0JEHzuuBgfCZpuRaHpYAXdMu592623bhOZxMRqf*num3-60ugHQHmH2OYYNM4UuPSf97Z78B49wTvNCwKUzRiD2XDu*nh/BullhornLogo.jpg?width=750" width="750" class="align-full"/></a></strong></p>
<p style="font-weight: 400;"><strong>14 February 2018, Manila –</strong> <span><a href="http://www.viventis-search.com" target="_blank" rel="noopener">Vive</a></span><a href="http://www.viventis-search.com" target="_blank" rel="noopener">ntis Search Asia</a>, a leading executive search and human capital consulting firm in Asia-Pacific (APAC), has chosen to partner with <a href="http://www.bullhorn.com/au/" target="_blank" rel="noopener">Bullhorn</a>,<span> </span>the cloud computing company that helps staffing and recruiting organisations transform their businesses.</p>
<p style="font-weight: 400;">Viventis Search Asia will initially roll out the Bullhorn system in its four core markets, the Philippines, Indonesia, Malaysia, and Singapore, and plans to extend this further into North Asia in the near future.</p>
<p style="font-weight: 400;">Since its founding in 2001, Viventis Search Asia has evolved from providing traditional recruitment services to offering holistic human capital development and career consulting. They continue to build the future of career creation through their full suite of services, including talent acquisition, profiling and assessments, leadership training, talent development consulting, and career technology.</p>
<p style="font-weight: 400;">The company chose to implement Bullhorn as it seeks to further develop its portfolio of products and services. The system will help Viventis Search Asia build strong, insight-driven relationships with both candidates and clients, using Bullhorn’s advanced data capture and reporting features for real-time relationship intelligence.</p>
<p style="font-weight: 400;">Viventis Search Asia was attracted to Bullhorn’s seamless integrations, which will enable the company to fully harness the capabilities of complimentary recruitment platforms, including LinkedIn. Bullhorn’s easy-to-use interface will also ensure quick and smooth adoption for Viventis Search Asia’s 130-strong team.<span> </span></p>
<p style="font-weight: 400;">Mr. Yu Ming Chin, Executive Director at Viventis Search Asia, comments:</p>
<p style="font-weight: 400;">“Our vision is to become the market leader for career creation, operating at key gateway cities within APAC by 2020. Partnering with Bullhorn will give us the mature, user-friendly, and productivity-focused CRM system we need to make better business decisions and, ultimately, to realise this goal.</p>
<p style="font-weight: 400;">“Competition in the region has grown exponentially over the last decade or so, and the industry has also experienced a pivotal change. The way we build talent pipelines and engage with candidates has become very technology-driven. As a result, we must ensure we are using and innovating with the very best recruitment products in the market.”</p>
<p style="font-weight: 400;">Simon Greening, APAC Regional Director at Bullhorn, comments:</p>
<p style="font-weight: 400;">“We’re excited to work with the team at Viventis Search Asia. At Bullhorn, our core aim is to be a partner in our customers’ business growth, and Viventis Search Asia is well positioned for success with Bullhorn. Viventis Search Asia will be able to build strong, insight-driven relationships with both candidates and clients and leverage the power of Bullhorn’s seamless integrations to help them achieve their business goals.”</p>
<p style="font-weight: 400;"><strong>About Bullhorn</strong></p>
<p style="font-weight: 400;">Bullhorn is the global leader in CRM and operations software for the recruitment industry. More than 7,000 staffing companies rely on Bullhorn’s cloud-based platform to drive sales, build relationships, and power their recruitment processes from end to end. Headquartered in Boston, with offices around the world, Bullhorn is founder-led and employs more than 700 people globally. To learn more, visit <span><a href="http://www.bullhorn.com/">www.bullhorn.com</a></span><span> </span>or follow @Bullhorn on <span><a href="http://www.twitter.com/bullhorn">Twitter</a></span>.</p>
<p style="font-weight: 400;"><strong>About Viventis Search Asia</strong></p>
<p style="font-weight: 400;">Viventis Search Asia is the leading career consulting and human capital solutions firm in the Philippines. It provides holistic talent management and people development services to local and multinational companies across all industries. It is the provider of choice for HR services such as executive search, recruitment outsourcing, employee assessment, leadership training, talent development consulting, and career technology. It operates in key areas in the Asia Pacific region such as Indonesia, Malaysia, and Singapore. To learn more, visit<span> </span><span><a href="http://www.viventis-search.com/" target="_self">www.viventis-search.com</a> </span>or follow us on<span> </span><span><a href="https://www.linkedin.com/company/viventis-search-asia/">LinkedIn</a></span>.</p>Talent Management Has Allowed the Re-Engineering of Workforcestag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20606212018-02-14T11:48:38.000ZPradip mohapatrahttp://www.recruitingblogs.com/profile/Pradipmohapatra
<p>Organizations today are actively preparing their workforces to reorganize themselves according to more modern approaches to be able to function better as a company. Across the globe, talent management professionals are using their expertise and knowledge of support technologies to re-engineer the priorities of their company workforce for the benefit of their business during times of immense economic downturns, so that the business is able to evolve, adapt and…</p>
<p>Organizations today are actively preparing their workforces to reorganize themselves according to more modern approaches to be able to function better as a company. Across the globe, talent management professionals are using their expertise and knowledge of support technologies to re-engineer the priorities of their company workforce for the benefit of their business during times of immense economic downturns, so that the business is able to evolve, adapt and survive.</p>
<p><strong>Strategic Response to Economic Pressures</strong><br/> <br/> Top strategic advisors have varied opinions on how to operate large businesses during economic difficulties, but the broad division of priorities show us that there is a pattern in understanding the scientific application of data science to determine the best areas to maximize business priorities to be able to put in the extra effort required by companies to thrive and grow inspite of financial difficulties. As such, the overwhelming majority of professionals stated that Workforce Alignment with Business Objectives and Higher Productivity have appeared highest on the lists, and it is known that the two depend significantly upon one another. Most retailers understand that a properly managed workforce must also be aligned to business objectives to be successful and drive innovation in the work space. This requires clear, structured business objectives and operational guidelines alongside effective communications by the Human Resources Department. All of this requires strategy and planning, and this aspect is a core necessity to achieve targeted corporate goals.</p>
<p>Economic strife often acts as a “trial by fire” for the management at companies, and it greatly influences budget related and strategic decisions that allow them to still expand. For instance, identifying core skills and expertise in the current workforce that must be developed for the success of the company. Mapping is a core aspect of planning to enable the use of advanced software tools to optimize and schedule the pending work at the company, allowing a holistic talent management plan equipped to deal with financial difficulties.<br/> <br/> <strong>Monitoring KPIs</strong><br/> <br/> An essential tool utilized in retail managing are key performance indicators which are dynamic metrics which set a precedent for employee efforts, by measuring performance against targeted goals that are critical to success, and redirect efforts of teams and employees accordingly. By prioritizing those KPIs, organizations are able to receive insight about the core aspects of business that define their success, even in financial difficulty, and how these difficulties effect the business. Moreover, the re-engineering of talent management allows organizations to depend upon productivity strategy and developing talent acquisition models. Some early signs of improper management in a financial situation begins with KPIs like <a href="http://www.worldoftalentmanagement.com/topics/talent-retention/employee-engagement" target="_blank" rel="noopener">Employee Engagement</a>/Satisfaction and Client Satisfaction, which are statistically the first KPIs to take a beating.<br/> <br/> <strong>Talent Management and its Future</strong><br/> <br/> As client-centric policies continue to thrive across the landscape of business and retail, we will begin to see more and more industry leaders who are able to guide their organizations towards a future where the workforce must worry less about cutting costs and more about being a larger driving force for revenue. The task of <a href="http://worldoftalentmanagement.com/" target="_blank" rel="noopener">talent management</a> professionals must be in developing the workforce in a manner where they may focus more upon business priorities and work through effective communication to maintain knowledge about current requirements. In this regard, integration of data science technologies will greatly support this move towards work centric activities by streamlining much of the planning and administrative procedures. The current group of industry leaders look to expand this approach to facilitate more thought leaders to reach out and drive organizations towards a better future.</p>HS2: Recruiting Diverse & Wide-ranging Talenttag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20603752018-02-14T11:07:59.000ZVeronica Pembletonhttp://www.recruitingblogs.com/profile/VeronicaPembleton
<p><a href="https://www.thesun.co.uk/wp-content/uploads/2016/11/nintchdbpict000073946879.jpg?w=960" rel="noopener" target="_blank"><img class="align-center" src="https://www.thesun.co.uk/wp-content/uploads/2016/11/nintchdbpict000073946879.jpg?w=960"></img></a></p>
<p>HS2 has offered the opportunity of generating the most diverse workforce within the UK’s infrastructure industry that they’ve ever seen within the country. At the stage of construction, almost 25,000 new jobs, including 2,000 apprentice positions will be created, which means large potential for recruitment firms. The biggest contracts for the…</p>
<p><a href="https://www.thesun.co.uk/wp-content/uploads/2016/11/nintchdbpict000073946879.jpg?w=960" target="_blank" rel="noopener"><img src="https://www.thesun.co.uk/wp-content/uploads/2016/11/nintchdbpict000073946879.jpg?w=960" class="align-center"/></a></p>
<p>HS2 has offered the opportunity of generating the most diverse workforce within the UK’s infrastructure industry that they’ve ever seen within the country. At the stage of construction, almost 25,000 new jobs, including 2,000 apprentice positions will be created, which means large potential for recruitment firms. The biggest contracts for the building &amp; development of HS2 will open up thousands of positions for companies and professionals across the supply chain.</p>
<p> </p>
<p>Recently, the Annual <a href="https://www.mca.org.uk/">MCA</a> debate was attended by several of the leading recruitment professionals in the country. The intriguing conversation regarding diversity on the project evolved into a discussion on the effects of prospering EDI (<a href="https://en.wikipedia.org/wiki/Electronic_data_interchange">Electronic Data Interchange</a>) on the consultancy sector. When questioned on EDI practice, a panellist stated the presence of a culture that does not promote excuses. Progress occurs upon engaging leaders and holding them accountable. People are managed by leaders and are diverse in nature. A good practice of EDI is a good practice for people. The consultancy industry depends on people. This sector will depend on diverse groups of people, who impact rising diversity and create advanced ideas. The need for insights and creativity also rises as a marker of difference between offerings. </p>
<p> </p>
<p>When tackling the HS2 job at hand, companies wanted to go against the grain and change the way they approached it. The importance needed to be more so on the training side when it came to EDI best practices, encouraging a process that was fair and offered an equality analysis. With jobs ranging from construction workers and project managers working on the build to surveying companies working on <a href="https://www.roger-hannah.co.uk/specialisms/hs2/">HS2 compulsory purchase</a> cases or real estate agents tasked with rehousing the affect parties, the project has a large knock-on effect. By looking at EDI and how effective communication can have a massive effect, targeting and recruiting can be designed to test members on their representation in the workplace, through all organisational levels. </p>
<p> </p>
<p>As a result, it is crucial for the HS2 project to uphold the value or diversity, equality and the inclusion of EDI in their recruitment strategies. This offers the best opportunity for widespread success and innovative solutions.</p>
<p> </p>
<p>An initial measure that was implemented was the removal of application forms and CV’s. An outside of the box approach, they were replaced with assessments that tested skills based on the job description. The measure is also known as blind auditioning and interestingly, the success rate for women being shortlisted for jobs rose from 17% to 47%. In addition, BAME people success rate rose from 14% to 50% showing a considerable change in hiring diversity by implementing this new system. It takes a typical process and removes opinion in the initial stages, making it a much more accurate way of hiring the right person for the job.</p>
<p> </p>
<p>With such a large overhaul in the British infrastructure, the need for quality is so high. With delays already underway following <a href="https://www.roger-hannah.co.uk/specialisms/hs2/">hs2 compensation</a> and CPO cases, once works start, further delays will only cost more money and mix with recent <a href="http://www.bbc.co.uk/news/business-42925155">issues from construction giants such as Carillion</a>, this is the something the country can’t afford to get wrong.</p>William Almonte - Online Recruitment - A Rapidly Evolving Processtag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20603662018-02-14T06:50:15.000ZWilliam Almontehttp://www.recruitingblogs.com/profile/WilliamAlmonte
<p>Online recruitment is a rather convenient method of outsourcing for clients that saves the time and money of traditional recruitment methods. Therefore, this is a highly effective and efficient method for the outsourcing of individuals for a company or, organizational needs.</p>
<p><a href="http://www.williamalmontemahwahpatch.com/wp-content/uploads/2018/02/DUI-William-Almonte-1.jpg"><img alt="William Almonte" class="aligncenter size-full wp-image-354" height="334" src="http://www.williamalmontemahwahpatch.com/wp-content/uploads/2018/02/DUI-William-Almonte-1.jpg" width="500"></img></a></p>
<ol>
<li><strong>Factors that have ensured the progress of Internet…</strong></li>
</ol>
<p>Online recruitment is a rather convenient method of outsourcing for clients that saves the time and money of traditional recruitment methods. Therefore, this is a highly effective and efficient method for the outsourcing of individuals for a company or, organizational needs.</p>
<p><a href="http://www.williamalmontemahwahpatch.com/wp-content/uploads/2018/02/DUI-William-Almonte-1.jpg"><img class="aligncenter size-full wp-image-354" src="http://www.williamalmontemahwahpatch.com/wp-content/uploads/2018/02/DUI-William-Almonte-1.jpg" alt="William Almonte" width="500" height="334"/></a></p>
<ol>
<li><strong>Factors that have ensured the progress of Internet Marketing</strong></li>
</ol>
<p>For more than fifty years, marketing by using networks has progressed through many phases. During this process period, much more arousal of public fear, ignorance, misunderstanding and organized defiance has followed too. It even lingers till today besides the fact that network-marketing has become the leading stream. Thousands of marketing via network companies like Colgate-Palmolive, Gillette or, Rexall, carry on their business in the most major countries of the world.</p>
<p>The second dominant reason for the up gradation of this new industry is as follows. The success of this improvement depends on various reasons. Many companies opt for this process because it is a much efficient way to distribute the products as well as, saving the economic expenditures on marketing purposes like an advertisement, or else, which might raise up the cost to about 80%. In this area, these expenses are again directed towards sales commissions that are paid to independent agents after the selling of the product. These substantial charges offer an enticing medium for the common masses to profit severely.</p>
<ol start="2">
<li><strong>CEO and Founder of Titan Staffing</strong></li>
</ol>
<p><a href="http://www.williamalmonte.net/"><strong>According to</strong><span> </span><strong>Mr.</strong> <strong>William Almonte</strong></a>, industrial marketing executives and managers are cornered on the one hand by the non-stop inflation in the cost of business transactions and on the other side by the pressures of reduced price influenced by the competing factors of the external organizations.</p>
<p>Internet marketing uses personal relationships and vocal advertising as the core foundation for the marketing of products. Therefore, achievement of success in this domain has relied mostly upon the relationship skills and the eagerness to develop in recruiting, selling and promotion. Hence, people with the highest level of motivation, skill, and talent celebrate an enormous success.</p>
<p><a href="https://twitter.com/williamalmonte0?lang=en"><strong>William Almonte</strong>,<span> </span><strong>CEO and Founder of Titan Staffing</strong></a><span> </span>says that, for service, prioritizing on quality with a rigid and robust commitment, to hire dependable employees like expert consultants in logistics, or, strategic programs in staffing, is the most reliable approach for business requirements.</p>
<p>Historically, a large number of individuals who have entered into this industry have also failed due to their lack of social interaction and for their incapacity to sell personally.</p>
<ol start="3">
<li><strong>Benefits of Internet Marketing over Traditional Marketing</strong></li>
</ol>
<p>Since the introduction of this type of marketing, the habitual practice of recruiting, personal promotion and selling no longer remain the pre-requisite factors for success in this area. Network marketing companies are now opting for Internet-based technologies to streamline their operation.</p>
<p>Enrollment of new distributors, product orders, payment of commissions and several similar activities are carried out on a large scale on the online platform. Online audio-video presentations for the utilization of all distributors can help to standardize the procedure regarding the introduction of the products and business to the public.</p>
<p>Hence, it not only reduces the burden on each of the distributors to carry out their presentations but also increases the potential to duplicate, something that is vital for network marketing. However, in recent years, several online marketing systems have been designed to function in the process of network marketing automatically. These are “turn-key” systems.</p>Integrating Artificial Intelligence In The Real Estate Worldtag:www.recruitingblogs.com,2018-02-14:502551:BlogPost:20605592018-02-14T06:32:50.000ZKenneth Evanshttp://www.recruitingblogs.com/profile/KennethEvans
<p><img src="https://s3.amazonaws.com/mobileappdaily/mad/uploads/AI_changing_face_of_IT.jpg?width=700" width="700"></img></p>
<p>The real estate market is an ever growing industry that evolves every day as technology develops. An agent who hasn't been busy in the industry within the last decade may find it difficult to seal a deal today. This is because the technological train is moving fast and it is carrying the industry along. An agent who intends to stay relevant must follow this train. As a real estate agent, your goal will never change even when your methods change. Your goal will always be to…</p>
<p><img src="https://s3.amazonaws.com/mobileappdaily/mad/uploads/AI_changing_face_of_IT.jpg?width=700" width="700"/></p>
<p>The real estate market is an ever growing industry that evolves every day as technology develops. An agent who hasn't been busy in the industry within the last decade may find it difficult to seal a deal today. This is because the technological train is moving fast and it is carrying the industry along. An agent who intends to stay relevant must follow this train. As a real estate agent, your goal will never change even when your methods change. Your goal will always be to help clients buy and sell their homes as fast and as efficiently as possible. Artificial intelligence has massive potential in the real estate market. If you want to join the train, you need to be willing to harness these potentials and implement them in your business.</p>
<h2>Understanding AI In The Mobile World</h2>
<p>There are many ways artificial intelligence is being integrated into mobile technology. From mobile phones to smart bracelets, <a href="http://topappdevelopmentcompanies.com/in/directory/app-developers/india" target="_blank" rel="noopener">top app development companies in India</a> will be happy to help you integrate this technology into your business. The idea behind it is to get more targeted matches and make the buying and selling process fast and easy.</p>
<h2>How A Mobile App Development Company Can Help You Integrate AI Into Real Estate</h2>
<h3>1. Smart Matching AI-powered Apps Will Boost Profits</h3>
<p>The traditional method of matching clients to their dream homes will soon be extinct. Rather than manually computing details to help you match buyers with sellers, you can use an intelligent system to match your listings to suitable buyers. These AI-powered systems can think and adapt just like human agents. In fact, thanks to their unbiased and accurate analysis, they can show you the best ways to make money. After your mobile app development company has created the software for you, all you'll have to do is feed it the necessary information about the buyer. The software will be able to match that buyer to the best deals putting the person's budget and taste into consideration.</p>
<h3>2. Automated Buildings Will Save Cost</h3>
<p>When it comes to property management, AI-programed apps can be used to automate buildings and bring in a lot of savings. These systems can be used to improve market predictions and provide energy efficient solutions to real estate agents. When buildings become smart, maintenance will be more efficient. This influences, not just an agent, but the real estate industry as a whole. Management of fire systems, energy management, and security will be left for intelligent systems. Things as small as smart lighting and smart heating solutions will go a long way to influence how things work in the real estate industry. If the houses are becoming smarter, don't you think you should too?</p>
<h3>3. Smart Marketing</h3>
<p>When you meet a mobile app developer to create an AI-powered software for you to help you with marketing and getting houses in and out of the market, the benefits will be great. The system will present you with many marketing options and suggest which one is best for the situation. This precise and targeted marketing will bring in more sales and increase your commission as an agent. In fact, homeowners will have more confidence in you when they see that you use state of the art technology to close deals.</p>
<h3>4. Motivation</h3>
<p>With an AI-powered system, a real estate agent can stay motivated to keep doing more in the industry. This is because, at a single glance, the system can show you everything you've accomplished and everything you hope to accomplish. What's more? A smart system can also coach you on the best practices and give you tips to keep you motivated. Besides, when you use an AI-powered system correctly, you will close more deals within faster periods, this, on its own, can motivate you to do more. The mobile app development company you choose for the job is in the best position to help you decide how you want the software to run.</p>
<h3>5. Smart Chatbots</h3>
<p>No matter how well you want to satisfy your clients, you can never be available to respond to their questions and inquiries all the time. This is why chatbots that are powered by AI are just what you need to keep your clients engaged and satisfied. They are programmed to follow predetermined rules and make smart replies to the clients. They don't just say the basic things, and they can give a client valuable information through mobile applications when you are not available to respond swiftly. Also, these bots can handle marketing outreach and show agents the most qualified leads. These chatbots use machine learning functionality to analyze information thoroughly. This gives an agent more accurate estimation of the value of properties even before a physical valuation is carried out. If you are helping a client buy, using this tool will come in handy for getting the best deal.</p>
<h3>6. Enhanced Portfolio Management</h3>
<p>Many AI-powered portfolio management tools can be developed to help an agent create a framework that streamlines the process of bringing properties into the market. Your mobile app development company can make a tool that will help you integrate data from the market with the contact information. The application can make the process of identifying buyers, marketing properties, and controlling already existing contracts more efficient. It can also be developed to use accounting software in a way that will improve your finances as an agent.</p>
<p>The potential of AI-powered mobile applications cannot be overemphasized. These applications are creeping into the industry with full speed. They are making revolutionary changes in how transactions are conducted in the real estate industry. When you harness this technology, you'll be able to make more profit by focusing more on buying and selling and less on every other thing in between. These programs will improve your productivity, make your life easier and leave your clients satisfied. The first step to integrating this technology into your is visiting a good mobile app development company. A mobile app development company should know how to create an all-in-one software that will meet your needs as an agent.</p>4 Ways to Become a Dental Assistant or Dental Hygienisttag:www.recruitingblogs.com,2018-02-13:502551:BlogPost:20604612018-02-13T21:21:29.000ZRachelle Wilberhttp://www.recruitingblogs.com/profile/RachelleWilber
<p><a href="http://api.ning.com:80/files/vOvO*NYd2dtQFozIQhpAN4BJ*P582Df4*kbzSrVs*KWYT4u7a-JycDDkTGnCHy3eFYQeCA3ErMIkT9WPCXpqnJ-QlUg*aUKv/4WaystoBecomeaDentalAssistantorDentalHygienist.JPG" target="_self"><img class="align-center" src="http://api.ning.com:80/files/vOvO*NYd2dtQFozIQhpAN4BJ*P582Df4*kbzSrVs*KWYT4u7a-JycDDkTGnCHy3eFYQeCA3ErMIkT9WPCXpqnJ-QlUg*aUKv/4WaystoBecomeaDentalAssistantorDentalHygienist.JPG?width=750" width="750"></img></a></p>
<p>Have you always dreamed of becoming a dental hygienist or dental assistant? If so, there is a bit of work you must do before you can begin working. There is schooling, licensing, certification, and experience that you must gain before you can land a job. Use the steps…</p>
<p><a href="http://api.ning.com:80/files/vOvO*NYd2dtQFozIQhpAN4BJ*P582Df4*kbzSrVs*KWYT4u7a-JycDDkTGnCHy3eFYQeCA3ErMIkT9WPCXpqnJ-QlUg*aUKv/4WaystoBecomeaDentalAssistantorDentalHygienist.JPG" target="_self"><img src="http://api.ning.com:80/files/vOvO*NYd2dtQFozIQhpAN4BJ*P582Df4*kbzSrVs*KWYT4u7a-JycDDkTGnCHy3eFYQeCA3ErMIkT9WPCXpqnJ-QlUg*aUKv/4WaystoBecomeaDentalAssistantorDentalHygienist.JPG?width=750" class="align-center" width="750"/></a></p>
<p>Have you always dreamed of becoming a dental hygienist or dental assistant? If so, there is a bit of work you must do before you can begin working. There is schooling, licensing, certification, and experience that you must gain before you can land a job. Use the steps below to learn how you can begin the career of your dreams.</p>
<h2>Get Your High School Diploma</h2>
<p>Sometimes, all you need is a high school diploma or GED to land a job as a dental assistant. If you want to enroll in a college program, you will also need a diploma. The high school classes of chemistry, biology, health sciences, and more can help to prepare you for a job in a dentist’s office. They will give you the knowledge you need to complete the duties of your job.</p>
<h2>Join a College Program</h2>
<p>There are many educational programs that you can sign up for to grow your knowledge and give you a competitive edge when looking for jobs. You can attend a college and obtain an associates or bachelor’s degree. You also have the option of attending a specialized dental assisting school and gaining a certificate. During all of these programs, you will take classes on subjects like dental anatomy, physiology, dental radiography, and more.</p>
<h2>Licensing and Certification</h2>
<p>Though the requirements vary from state to state, you will need to obtain a license no matter where you practice. Gaining a license involves obtaining a degree from an accredited dental hygiene program. You will also need to pass written and clinical exams offered by the American Dental Association’s Joint Commission on National Dental Examinations. After gaining your license, you will be able to use RDH after your name to signify that you are a Registered Dental Hygienist.</p>
<h2>Finish an Externship</h2>
<p>This is a great way to gain some on the first-hand experience, which will make you stand out even more if you are in an area with a lot of job competition. Many academic programs offer voluntary externships as a part of the coursework. During the externship, you can grow your skills in crucial areas like dental pathology, oral hygiene, radiology, dental pharmacology, and more. If you want to get a job in a specialized area of dentistry, you can focus on that area during your externship.</p>
<p>Before you can get a job as a dental hygienist or dental assistant, you must first go to school and gain experience. However, all of the hard work is well worth it so you can land the career of your dreams.</p>